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*********-Performance management seems to be trending more towards a collective approach where the involvement of appraisals is the role of both employees and management. oEx. 360-degree performance appraisal– Performance measurement that combines information from the employee’s managers, peers, direct reports, self, and customer. A good way to avoid that bias of a single person source of information-Properly implemented performance management should involve a feedback stage where employees should have equal opportunities to self-assess and discuss their performance at the workplace (pg. 193)oManagers should create the right context for the meeting. The location should be neutral (i.e. a conference room vs the manager’s office). The manager should announce the meeting to the employee as a chance to discuss the role of the employee, the role ofthe manager and the relationship between the two. Managers should also enable the employee to be well prepared. The manager should ask the employee to complete a self-assessment ahead of time. The selfassessment requires employees to think about their performance over the past rating period and to be aware of their strengths and weaknesses, so they can participate more fully in the discussionPerformance improvement
-When performance evaluation indicates that an employee’s performance is below expectations, the feedback process should launch an effort to address the performance gap. Feedback sessions may identify areas in which employees can improve in order to contribute more to the organization in a current or future job (feedback can be given to employees already meeting job expectations)-The most effective way to improve performance varies according to the employee’s ability and motivation. In general, when employees have high levels of ability and motivation, they perform at or above expectations. But when they lack ability, motivation, or both, corrective action is needed. The type of action called for depends on what is missing: oLack of ability3.In what ways can an organization terminate an employment relationship? How can organizations avoid a wrongful dismissal lawsuit when they do so?Performance improvement plan– a documented performance improvement plan may be introduced by the supervisor as a means to discuss and reach agreement on next steps. This is a summary of performance gaps and includes an action plan mutually agreed to by the employee and supervisor with specific dates to review progress. If employees do not respond by improvingtheir performance, the organization may have to discipline or terminate these underperformers.Legal and Ethical Issues (pg. 196)oIn developing and using performance management systems, human resource professionals need to ensure that these systems meet legal requirements, such as the avoidance of discrimination related to any of the prohibited grounds, avoiding psychological harassment, and protecting employees’ privacy.oLegal challenges related to performance management usually involve charges of illegal