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Performance Management and Employee Development - Coggle Diagram
Performance Management and Employee Development
Personal Developmental Plans
Developmental Plan Ojectives
Improve performace in current job
Sustain performamce in current job
Prepare employees for advancement
Enrich the employees's work experience
Content of Developmental Plan
Developmental objectives
How the new skills or knowledge will be acquired
A time line regarding the acquisition of the new skills or knowledge
Standards and measures that will be used to assess wherther have been achieved
Developmental Activities
On the job training
Courses
Self - guided reading
Mentoring
Attending a conference
Getting a degree
Job rotation
Temporary assignments
Membership or leadership role in professional or trade organizations
Direct Supervisor's Role
Eliciting a success story
Uncover the underlying success factors
Extrapolating the past into the future
360-Degree Feedback Systems
Advangtages
Decreased possibility of biases
Increased awareness of expectations
Increased commiment to improve
Improved self-perceptions of performance
Improved performance
Reduce "undiscussables"
Employees enable to take control of their careers
Risks of Implementing 360-Degree Feedback Systems
Characteristics of a Good System
Anonymity
Observation of employee performance
Feedback interpretation
Follow-up
Used for developmental purposes only( at least initially)
Avoidance of survey fatigue
Emphasis on behaviors
Raters go beyond ratings
Raters are trained