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Other organizations may choose coaching by another supervisor, mentoring or learn by working (on the jobtraining) (Smither & London, 2009). Stage: Employee development would be the 3rdstage measured. Coaching or Mentoring according to Smither & London (2009), “the shift in emphasis from performance appraisal to performance management has focused attention on the important role of coaching in employee” (p.592). Risk:The employee doing better than the supervisor, causing them to leave for another job. 4thkey variable PERFORMANCE EVALUATIONWhy:Evaluating employee performance is important because objective measure of performance in not always available, especially when dealing with supervisors’ evaluation (Smither & London, 2009). Rating employees is crucial when there are objective measure becomes accessible (Smither & London, 2009). Research has repeatedly shown that rating of performance is only modestly related to objective measures of performance (Smither & London, 2009).
Stage:Performance evaluation would be the 4thstage measured. When focusing on creating rating formatsto reduce rating errors, it lead to cognitive approach to performance appraisal (Smither & London, 2009). Risk:There could be a lack of employee engagement and a biases of performance rating. References Smither, J. W., & London, M. (2009).Performance Management Putting Research into Action. San Francisco, California: Jossey-Bass.