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14 Cards in this Set
- Front
- Back
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Performance Systems
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the systematic description of job-relevant strengths and weaknesses within and between workers
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Why Performance Managment & Feedback
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Companies that seek competitive advantage through employees must be able to man-age the behavior and results of all employees.
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Employees don't like because
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lack of consistency of use of performance appraisals across the
inability to differentiate among different performance levels; and the inability of the appraisal system to provide use-ful data for development |
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Criticism steps not from evaluating employees usually but
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Rather, they result from how the performance management system is developed and used.
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An important part of appraising performance is to establish employee goals which should be tied
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to the company’s strategic goals.
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Performance managment defined
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The means through which managers ensure that employ-ees’ activities and outputs are congru-ent with the organi-zation’s goals.
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Performance Appraisal
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The means through which managers ensure that employ-ees’ activities and outputs are congru-ent with the organi-zation’s goals.
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Performance Feedback
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The process of providing employ-ees information regarding their performance effectiveness.
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Identification
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-- deciding what criteria will be measured, based on JA
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Measurement –
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the tools and methods used to judge and evaluate perf.
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Managing people –
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giving balanced feedback, listening, and coaching
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PM How to do it right
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Process should align with ER values
Visible senior mgmt support Have the right measures (quantity and quality) Link ee goals to business unit and orgzn goals Have a clear and transparent processes Give managers training in perf mgmt, giving feedback, and coaching Take notes and communicate those notes over email after the meeting (i.e. paper trail) – ESPECIALLY if perf is low… … But realize that you can be purposeful in what you write, vs. what you say Identify and communicate if the perf mgmt system is suboptimal |
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Attribute/Traits (Leadership, judgement, creativity)
Pros/cons |
Pros: Most popular. Easiest to devlop andare generalziable across jobs, strats, orgs. Can be reliable and valid.
cons: Little congruence between the tecniques and company strategy. Vague performance standars open to different interpretations by different raters. Raters provide extermely diff ratings resulting in lower validy/reliablity. No feedback on how to correct performance deficencies. Feedback can be defensive. |
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Behavioral Approach: Define behaviors employee must exhibit to be effective in the job. Mangers asses extent to which employees exhibit behaviors defined
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Process should align with ER values
Visible senior mgmt support Have the right measures (quantity and quality) Link ee goals to business unit and orgzn goals Have a clear and transparent processes Give managers training in perf mgmt, giving feedback, and coaching Take notes and communicate those notes over email after the meeting (i.e. paper trail) – ESPECIALLY if perf is low… … But realize that you can be purposeful in what you write, vs. what you say Identify and communicate if the perf mgmt system is suboptimal |
