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Chapter 7: Implementing a performance management system - Coggle Diagram
Chapter 7: Implementing a performance management system
Communication plan answers
what is performance management
how does PM fit into our strategy
what's in it for me
how does it work
what are our role and responsibilities
how does PM relate to other initiatives
Cognitive biases that affect communications effectiveness
selective exposure
selective perception
selective retention
Minimize effects
a. consider employees
involve employees in system design
show employee needs are met
b. emphasize the positive
use credible communicators
strike first - create positive attitude
provide facts and consequences
c. repeat, document, be consistent
put in writing
use multiple channels of communication
say it, then say it again
Rater training programs
Content area
Information (how the system works)
-reasons for implementing PMS
-sample information (appraisal form)
Identifying, observing, recording, and evaluating performance
-how to identify and rank job activities
-how to observe, record, and measure performance
-how to minimize rating errors
how to interact with employees when they receives performance information
-how to conduct appraisal interview
-how to train, counsel, and coach
choices of training programs
Rater Error Training (RET)
-make rates aware what types of rating errors they are likely to make
-help raters minimize error
-increase rating accuracy
Intentional rating errors
-leniency
-severity
-central tendency
Unintentional rating error
-similar to me
-contrast
-spillover
-first impression
-negativity
Frame of Reference Training (FOR)
-raters develop common frame of reference to observing performance/evaluate performance
-
Behavioral Observation Training (BO)
-minimize unintentional rating errors
-improve rater skills by focus on how raters
--observe performance
--store information about performance
--recall information about performance
--use information about performance
Self-Leadership Training (SL)
-improve raters confidence in ability to manage performance
-enhance mental processes
-increase self-efficacy
Pilot testing
(done before system is implemented)
provide ability to discover and fix potential problem
Ongoing monitoring and evaluation
when system implemented, decide
-how to evaluate system effectives
-how to measure implementation
-how to measure results
evaluation data to collect
-reactions to the system
-assessments of operational and technical requirement
-effectiveness of performance ratings
Benefit pilot testing
-gain information from potential participants
-learn about difficulties/obstacles
-collect recommendations on how to improve system
-understand personal reactions
-get early buy-in from some participants
-get higher rate of acceptance
Indicators to consider
-Number of individuals evaluated
-Distribution of performance ratings
-Quality of information
-Quality of follow-up actions
-System satisfaction
Online implementation
Tools
-emails
-electronic newsletter
-web sites
-appeal filing
-training programs
Advantages
-automation
-lower cost
-gather and disseminate information faster and better effectively
-system can be linked to other HR functions