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HRM (HRM PRACTISES (PERFORMANCE MANAGEMENT & APPRAISAL Process through…

- - - - Requirements: knowing desire, observing whether they occur, providing feedback to help meeting expectations
      - Steps
        
        1. Define performance outcome
        
        2. develope employee goals, behavior and actions to achieve outcomes
        
        3.Provide Support
        
        4.Evaluate Performance
        
        5. Identify Improvements needed
    - - PURPOSES
        
        Documentation - Administrative Purpose: tool for administrative decisions
        
        Develop - Developmental Purposes: develop employees knowledge and skills
        
        Align - Strategic Purposes tool to track and provide feedback + communicates strategic goal by emphasizing what is evaluated
      - Methods for Measuring Performance
        
        Comparative Approach Making Comparisons between individual performance scores and forced performance ranking
        
        Attribute Approach Rating Individuals Attributes Performance Dimension Rating
        
        Behavioral Approach Rating individual Behaviors 1. Competencies displayed (extent), 2. BARS (levels=Never-Always), 3. BOS (frequency=Low-High)
        
        Results Approach Measuring Results 1. MBO (goals from top to bottom - so that all levels are contributing to the org. overall goal - theser goals are standard for evaluation of performance)
        
        Quality Approach
    - - Managers, Peers, Subordinates, Self, Customer
    - - Contrast errors comparison not against objective standard
      - Distributional errors rater tends to use only one part of a rating scale
      - Rater bias rater let the opinion of one quality color their opinion on others
    - - 1. Tell-and-Sell (tell rating and then justify those) 2. Tell-and-Listen (tell ratings and then let employee explain view), 3. Problem-Solving (cooperation to solve performance problems