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Managing Employees' Performance - Coggle Diagram

- - - - Deficiency: Actual/True job perf. - only have actual perf
      - Contamination: Job perf. measure - only collect data
- - - - require Co. to keep all records of everything happened from each employee
        => know specific situation of perf.
        
        (-): much time-consuming & hard for external factors to know due to its internal records
    - - build up some procedures that employees must do
    - - focus on frequency of actions (always -> never)
    - - Take some behaviors:
        if good results => do again
        if bad results => not do it again
        
        Provide feedback to encourage employees to achieve goals
        
        not preferred as a method!
  - - - List traits and provide rating scale for each
        
        (-): not fully reflect on all items & biased (feelings, knowledge, experience)
    - - Use several statements to describe each trait (initiative, intelligence, relationship with others - level of perf: low - medium - high)
        
        (+): increase accuracy of perf. mgt & decrease biases for better explanations
  - - - not give feedback for employees to know where they are? (not same as BARS/BOS as employees know they are in level 6 => they want to level 6)
  - - - assign a certain % of employees to each category
        
        (-) not realistic
    - - developed from Simple Ranking
        
        compare each employee with another to establish rank
        
        (-): time-consuming & biased
    - - rank from the highest to lowest level in a group
        
        (+) an easy and quick way
        
        (-) depend on feeling/knowledge of rankers => Biased