21555 Lecture Notes - Lecture 6: Performance Appraisal, Job Design, Goal Setting
Document Summary
Performance management = when managers ensure that employees(cid:495) activities and outputs are congruent with organisation goals. Continuous process of identifying, measuring, developing performance. Performance appraisal = process where org. gets info on how well an employee is doing their job (measurement of work performance) Individual level = essential feedback, training, managers help improve. Hrm level = basis for validation/evaluation, job-related standards. * strategic hrm looks at how objectives/programs are in sync. Affected when limited resources and when programs are not regularly. Main purposes of performance management: determining training/development needs (identifying gaps, appraise past performance, align objectives. Strategic congruence (measures are in line with org. objectives) Acceptability (cid:523)fairness/reasonable for the job they(cid:495)re doing(cid:524) Procedural (ensures consistent stds when evaluating employees) Interpersonal (allows employees to challenge the evaluation) Performance management = goal setting, appraisals and development. Reward management = to motivate employee toward desired behaviours. Determines if an employee actually chooses to do the work.
