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Managing employee´s performance, Legally defensible performance management…
Managing employee´s performance
The process of performance management
Requires
If they occur
Feedback to employees
Activities and outputs desired
Benefits
Communication between managers and empoyees
Consistet standards
Tells top employees they are valued
Identify weakest and strongest employees
Purposes of performance management
Administrative purpose
Developmental purpose
Strategic purpose
Criteria for effective performance management
Validity
Reliability
Test-retest reliability
Interrater reliability
Fit with strategy
Specific feedback
Methods for measuring performance
Forced-distribution method
Paired-comparison method
Simple ranking
Ranking atributes
Graphic rating scale
Mixed-standard scale
Measuring results
Management by objectives (MBO)
Rating behaviors
Behavioral Observation Scale (BOS)
Behaviorally Anchored Rating scale (BARS)
Organitational Behavior Modification (OBM)
Critical-incident method
Total Quality Management
Sources of performance Information
360-degree Performance appraisal
Errors in performance measurement
Distributional error
Strictness
Central tendency
Leniency
Ways to reduce errors
Studying actual examples of various performances
Focusing on complex nature of employee performance
Rating fictional characters
Contrast error
Political behavior in Performance Appraisals
Calibration meetings
Giving performance feedback
Scheduling performance feedback
Conducting the feedback session
Tell-and-listen approach
Problem-solving approach
Tell-and-sell aproach
Preparing for feedback session
Self-assessment
Appropriate meeting place
Finding solutions to performance problems
Lack of motivation
Both
Lack of ability
Neither
Legal and ethical issues
Unjust dismissal
Discrimination
Legally defensible performance management system