HRM200 Lecture Notes - Learning Management System, Central Tendency, Credit Union

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

Process encompassing all activities related to improving employee performance, productivity, effectiveness. Goal setting, pay for performance (bonus system, straight pay), training and development, career management, disciplinary action (what if they are not performing?) Performance management process involves: defining performance expectations generally missing, providing ongoing feedback and coaching , conducting performance appraisal and evaluation discussions. Usually once a year instead of ongoing but it does not give employees much opportunity to change: determining performance rewards/consequences such as promotions, salary, increases and bonuses, conducting development and career opportunities discussions. Lack of standards irrelevant, unrealistic standards or very subjective. Rater error person who is rating/reviewing performance has made error on how they are judging the performance. Poor feedback to employees getting into argument he said , she said situation. Job description is insufficient to clarify performance expectations. We need to look at the job analysis and specification. Measurable standards related to strategic objectives should be developed for each position.