MHR 523 Lecture Notes - Lecture 8: Job Performance, Canada Labour Code, Prevailing Wage
27 Jan 2017
School
Department
Course
Professor
Document Summary
The process encompassing all activities related to improving employee performance, productivity, and effectiveness. Includes goal setting, pay for performance, training and development, career management, and disciplinary action. The hr department usually develops performance appraisals for employees in all departments: centralization is meant to ensure uniformity in order to provide for useful results, employee(cid:495)s immediate supervisor usually performs the actual evaluation. Step 2: provide ongoing feedback and coaching. Step 3: conduct performance appraisal and evaluation discussions. Step 5: conduct development and career opportunity discussions. Task performance: direct contribution to job-related processes. Contextual performance: indirect contribution to the organization(cid:495)s social responsibility values. Legal considerations: correlate performance expectations to job activities. Employee responsible for monitoring own performance, and asking for help. Manager responsible for communicating changing strategies and objectives if applicable. Important to have open two-way communication: graphic rating scale, alternation ranking, paired comparison, forced distribution, critical incident, narrative forms, behaviourally anchored rating scales (bars, management by objectives (mbo)
