GRA 630 Chapter Notes - Chapter 6: Specific Performance, Job Performance, Balanced Scorecard
18 Apr 2017
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Document Summary
Allows the org. to integrate the management functions in order to maximize employee potential. Helps increase employee"s satisfaction with their work and with the org. Compensation purposes: any compensation decisions have been made fairly. Administrative purposes: since a performance management system integrates a number of hr processes. Such as promotion, transfer and layoff decisions: the system provides a paper trail for documenting hrm process that may result in legal action. Measurement of performance: measures are reliable and valid. The support of the top management is lacking. Managers feel that little or no benefit will be derived from the time and energy working. Managers dislike the face-to-face discussion and performance feedback. Managers are not sufficiently adept in setting goals and performance measures, in coaching and supporting, or providing performance feedback. The judgemental role of a review can conflict with the helping role of developing employees. How to set goals and performance standards. How to coach and conduct a formal review session.
