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CHAPTER 8: Performance and employees development - Coggle Diagram
CHAPTER 8: Performance and employees development
Developmental Plan Objectives.
Improve performance in current job.
Must have clear developmental plan to sucess.
Sustain performance in current job.
Provide recommendations for each employee so that they can see through their good performance in standard expectations or more.
Prepare employees for advancement.
Providing a opportunities that can be taken by employees to be more skillful in their career advancement.
Enrich the employee's work experience.
Always have plans to provide employees to learn new skills.
Personal development plans a action to be taken to improve performance. Achieving the goals stated in the developmental plan allows employees to keep abreast of changes in their fields or professions.
Provide an action to improve of weakness and futher develop areas of strength.
Information to be used in designing developmental plans comes from the appraisal form.
Content of developmental plan
Must have new skills or knowledge that will be acquired also should be practical, specific, time oriented and linked to standards to reach.
The plan created is dictated by the needs of the individual
Developmental Activities
On the job training
Courses
Self-guided reading
Mentoring
Attend conference
Getting a degree
Job rotation
Temporary assignment
Membership or leadership role
Direct Supervisor's role
Uncover the underlying success factors.
Extrapolating the past into the future.
Eliciting a success story
360-degree feedback system
Information is gathered from individuals all around the employee. Specifically,
information on what performance dimensions could be improved is gathered from superiors, peers, customers, and subordinates.
The raters selected are asked to visit the Web site and to provide performance feedback within a certain time period. After the data have been collected electronically, it is fairly easy to compile the results and e-mail a report to the employee who has been evaluated
Provide online training for raters on how to complete the feedback forms in helpful and constructive ways
Competencies needed :
Communication
Leadership
Adaptability
Relationships
Task Management
Production
Development of others
Personal development
The CheckPoint system includes self-evaluations provided by the direct supervisor, direct subordinates, and peers. After performance information has been collected from all these sources, the evaluated manager receives feedback in the form.
Benefits Resulting
Decreased possibility of biases
Increased awareness of expectations
Increased commitment to improve
Improved self-perceptions of performance
Improved performance
Reduced “undiscussables”
Characteristics
Anonymity
Observation
Feedback interpretation
Follow-up
Avoidance of survey fatigue
Emphasis on behaviors
Raters go beyond ratings
Raters are trained