Performance Management Process
For human resource management (HRM) professionals, being able to understand the performance management process is an important element in order to create a work environment in which individuals are able to meet a specific organizations goals (Snell & Morris, 2016, pp. 302-03). This process is also responsible for promotions, transfers, layoffs, and pay decisions within the organization. This process can help an organization succeed and ensure the right people are doing any specific job within the organization. However, in order to ensure this, the organization must determine goals necessary for success and then HRM professionals can work to create a performance management process that aligns with those specific …show more content…
This is because, it allows the employees to be given a set goal, with the ability to utilize discretion on how to achieve the goal. Since Maersk’s business partner, Damco, is essentially a businesses within Maersk, they needed the ability to exert discretion on how to best achieve positive results for their set goals. They show this when they allow them to create People Strategy Sessions (PSS), in order to create a training platform for their employees (Groysberg & Abott, 2011, pp 13-14). This was a method that allowed customers to help and meet management while in a training environment. An unusual approach, allowed them to see an increase in new customers and provide training skills to their employees. By utilizing the results-based approach Maersk allowed Damco to accomplish this outside-the-box thinking to achieve …show more content…
There are a variety of ways in which this can be performed and can range from numeric to alphabetic to having numbers correspond to an adjective, such as 5=excellent or c=satisfactory (What to Consider When Developing Performance Rating Scales, 2012). Rating scales can also be narrative where a brief word or two can be described in a sentence or paragraph. For example it could be “Unacceptable Performance,” which could be described as “fails to meet basic requirements and objectives.” However, when this method is used positive messages have become more popular in order to help provide constructive criticism to employees. Behaviorally Anchored Rating Scale or BARS is also a tool that can be utilized when it comes to performance management scales. This tool generally contains a specific set of behaviors that is able to represent gradations of performance and are generally referred to as anchors when it comes to rating employees on various behavioral dimensions. Nonetheless, BARS are an uncommon scale and can be time-consuming when developing a performance management scale (What to Consider When Developing Performance Rating Scales, 2012). No matter which performance rating scale is utilized, they all result in a similar manner, providing feedback to employees on how well, or how poorly, they are
For human resource management (HRM) professionals, being able to understand the performance management process is an important element in order to create a work environment in which individuals are able to meet a specific organizations goals (Snell & Morris, 2016, pp. 302-03). This process is also responsible for promotions, transfers, layoffs, and pay decisions within the organization. This process can help an organization succeed and ensure the right people are doing any specific job within the organization. However, in order to ensure this, the organization must determine goals necessary for success and then HRM professionals can work to create a performance management process that aligns with those specific …show more content…
This is because, it allows the employees to be given a set goal, with the ability to utilize discretion on how to achieve the goal. Since Maersk’s business partner, Damco, is essentially a businesses within Maersk, they needed the ability to exert discretion on how to best achieve positive results for their set goals. They show this when they allow them to create People Strategy Sessions (PSS), in order to create a training platform for their employees (Groysberg & Abott, 2011, pp 13-14). This was a method that allowed customers to help and meet management while in a training environment. An unusual approach, allowed them to see an increase in new customers and provide training skills to their employees. By utilizing the results-based approach Maersk allowed Damco to accomplish this outside-the-box thinking to achieve …show more content…
There are a variety of ways in which this can be performed and can range from numeric to alphabetic to having numbers correspond to an adjective, such as 5=excellent or c=satisfactory (What to Consider When Developing Performance Rating Scales, 2012). Rating scales can also be narrative where a brief word or two can be described in a sentence or paragraph. For example it could be “Unacceptable Performance,” which could be described as “fails to meet basic requirements and objectives.” However, when this method is used positive messages have become more popular in order to help provide constructive criticism to employees. Behaviorally Anchored Rating Scale or BARS is also a tool that can be utilized when it comes to performance management scales. This tool generally contains a specific set of behaviors that is able to represent gradations of performance and are generally referred to as anchors when it comes to rating employees on various behavioral dimensions. Nonetheless, BARS are an uncommon scale and can be time-consuming when developing a performance management scale (What to Consider When Developing Performance Rating Scales, 2012). No matter which performance rating scale is utilized, they all result in a similar manner, providing feedback to employees on how well, or how poorly, they are