65 factors influence employees performance knowledge

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65 FACTORS INFLUENCE EMPLOYEE’S PERFORMANCE Knowledge and skills Motivation Work environment
66 SOURCES OF INFORMATION IN APPRAISAL The employee Employee’s manager Employee’s co-workers Employee’s subordinates Customers / Clients
67 EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM Objective setting Implementation of work and monitoring Appraisal of the individual workers Follow-up action
68 PERFORMANCE APPRAISAL PROCESS Interview Opening Begin discussion Counselling Non-directive counselling Advice giving Information giving Teaching and coaching
69 BENEFITS OF PERFORMANCE APPRAISAL Employer perspective Individual differences in performance can make a difference to company performance May be needed for legal defense Provides a rational basis for constructing bonus Can help to implement strategic goals Providing individual feedback Can include teamwork and teams
70 BENEFITS OF PERFORMANCE APPRAISAL Employee perspective Performance feedback is needed and desired Improvement in performance requires assessment Differences in performance levels across workers be measured and have an effect on outcomes Can motivate workers to improve performance
71 PROBLEMS IN PERFORMANCE APPRAISAL Rater errors and bias Influence of liking Organizational politics Individual or group focus Legal issues
72 Recent effect Halo effect Central tendency Prejudice and stereotype Fatigue PROBLEMS IN PERFORMANCE APPRAISAL
73 EFFECTIVE PERFORMANCE APPRAISAL Conduct appraisal in private Allow enough time for employee to discuss issue Refer to performance not individual Provide specific not general behaviour Give feedback in a good manner Avoid loaded terms which produce emotional reactions
74 CHAPTER 6 TRAINING AND DEVELOPMENT
75 DEFINITION OF TRAINING Organizational activity which aims to improve an employee’s current performance The attempt by an organization to change employees through the learning process Training programmes are designed to change attitudes , develop skills or impart knowledge
76 WHAT WILL HAPPEN IF NO FORMAL TRAINING? Learning on the job will take longer Costs of wasted materials, sales and customers lost Management time cost taken Lowered morale, demotivated Accident-related costs High turnover
77 BENEFITS OF TRAINING Increase worker’s productivity Increase worker’s job satisfaction Keeps worker’s skills and knowledge up- to-date Helps to motivate workers
78 SYSTEMATIC TRAINING Identify training needs Set training objectives Design training programme Implement training programme Evaluate training programme
79 TRAINING NEEDS AND TRAINING PLANS Individual workers face difficulties in performing job satisfactorily New workers are recruited New technology and procedures are introduced Individuals are transferred or promoted Major change in the organization

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