HRM200 Lecture Notes - Lecture 6: Self-Assessment, Management System, Central Tendency
13 Jun 2015
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Document Summary
Process encompassing all activities related improving employee performance, productivity, contribution and effectiveness. Provides opportunity for reinforcement and/or corrective action regarding current performance. Lack of performance standards, irrelevant, subjective, unrealistic standards. Poor feedback to employees eg. none, vauge, inaccurate, argumentative etc. Performance management process contains five steps: defining performance expectations, providing ongoing feedback and coaching, having performance appraisal and evaluation discussion, determining performance rewards. /consequences such as promotions, salary, increase and bonuses, having development and career opportunities discussions. Job description often insufficient to clarify performance exceptions. Both the employee and the manager need to check in frequently throughout the performance management process to discuss and assess the employee"s progress towards goals. The appraisal itself is generally conducted with the aid of a predetermined and formal method such as: A scale that lists a number of traits and range of performance. Predetermined percentages (bell curving) of employees are placed in carious performance categories.
