Please enable JavaScript.
Coggle requires JavaScript to display documents.
Introduction to Performance management - Coggle Diagram
Introduction to Performance management
Definision
An onging process of identify, measuring and develop employees or teams performace to align with the organzanition goals
13 characteristics of PM
Strategic congruence
PMS must align with the organization goals and strategics
Thoroughness
All employees should be evaluate based on all their job function
Manager should observe performace in entire review
Practicality
good and easy to use performance evaluation system is more suitable for the evaluators or managers to help them make decisions
Meaningfulness
Organization: make sure employees have work
Employees: will receive feedback to know what are their weakness
Specificity
Different job responsibility have different expectation from the organization
Reliability
Consistent and free of error
Validity
The fact that the measures include all relavent performance aspect only
Acceptabolity and fairness
acceptable and is perceived as fair by all the employees
Inclusiveness
Include multiple sources on a ongoing basis
Openess
No secret
Correctability
We can make a change in PEM if we identify some elemets are inrelavant with the job position
Standardization
PM must conduct consistenly across people, system and time
Ethicality
Fair to all employees
Performance management contribution
Motivation to perform is increase
Self-esteem is increase
Managers gain insight about subordinates
The definitions of job and critiria are clarified
Self-insight and development are enhanced
Organization goals are made more clear
Disadvantages of poor performance management system
Increased Turnover.
Use of misleading information
lowered seld-esteem
waste time and money
damaged relationship
decrease motivation to perform
Employee burnout and job dissatisfactoin
Increased risk of litigation