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CHAPTER 6: IMPLEMENTING A PERFORMANCE MANAGEMENT SYSTEM - Coggle Diagram
CHAPTER 6: IMPLEMENTING A PERFORMANCE MANAGEMENT SYSTEM
COMMUNICATION PLAN
an outline of how you’re doing to communicate
important
TYPES OF BIASES
SELECTIVE PERCEPTION
SELECTIVE RETENTION
SELECTION EXPOSURE
CONSIDERATION TO MINIMIZE THE EFFECT OF COMMUNICATION PLAN
STRIKE FIRST
PROVIDE FACTS AND CONSEQUENCE
UNDERSTAND EMPLOYEE NEEDS
PUT IT IN WRITING
INVOLVE EMPLOYEES
USE MULTIPLE CHANNES OF COMMUNICATION
APPEAL PROCESS
LEVEL 1 OR LEVEL APPEAL
the HR department serves as a mediator between
the employee and the supervisor. An appeal sent to the HR department is usually called a Level 1 or Level A appeal
LEVEL 2 OR LEVEL B APPEAL
This arbitrator can consist of a panel of peers and managers.
important in gaining employee acceptance for the performance management system because it allows employees to understand that if there is a disagreement regarding performance ratings or any resulting decisions, then such disagreements can be resolved in an amicable and nonretaliatory way
TRAINING PROGRAMS FOR THE ACQUISTION OF REQUIRED SKILLS
FRAME OF REFERENCE TRAINING
● The trainer discusses various employee behaviors that illustrate various performance levels for each rating scale included in the form
Participants are shown a videotape of a practice vignette, including behaviors related to the performance dimensions being rated, and are asked to evaluate the employee’s performance using the scales provided
Raters are given an appraisal form and instructed to read it as the trainer reads aloud the definition for each of the dimensions and the scale anchors
Ratings provided by each participant are shared with the rest of the group and discussed
Raters are told that they will evaluate the performance of three employees on three separate performance dimensions
The trainer provides feedback to participants, explaining why the employee should receive a certain rating (target score) on each dimension, and shows discrepancies between the target score and the score given by each
trainee
RATE ERROR TRAINING
HELP RATERS MINIMIZE ERRORS
INCREASE RATING ACCURANCY
MAKE RATERS AWARE OF TYPES OF RATING ERROR
BEHAVIORAL OBSERVATION TRAININ
Behavioral observation (BO) training is another type of program implemented to minimize unintentional rating errors
SELF LEADERSHIP TRAINING
o improve a rater’s confidence in her ability to manage
performance
ONGOING MONITORING & EVALUATION
EVALUATION
Evaluation is the systematic assessment of an activity, project,programme, strategy, policy, topic, theme, sector, operational area or institution’s performance.
Online Implementation
An implementation is a realization of a technical specification oralgorithm as a program, software component, or other computer system through computer programming and deployment.
MONITORING
Monitoring is the systematic process of collecting, analyzing and using information to track a programme’s progress toward reaching its objectives and to guide management decisions.
PILOT TESTING
PILOT TESTING INVOLVES FOLLOWING TEST PLAN
Step 2: Prepare for the Pilot test
Step 3: Deploy and test the Pilot test
Step 1: Create a Pilot Plan
Step 4: Evaluate the Pilot test
Step 5: Prepare for production deployment
EXAMPLE OF PILOT TESTING
Google runs the Android Beta Program for Nexus
Users to test its Android Operating System
HP runs online for Pilot Testing its Products &
Services
Microsoft runs Windows Insider Programs for
Windows 10 Pilot Testing
Pilot Testing is defined as a type of Software Testing that verifies a component of the system or the entire system under a real-time operating condition.