BUSI 3102 Chapter 8: HR Chapter 8 _ Performance Management.docx
Document Summary
To make performance management work requires several characteristics: performance objectives: if not met may result in lower customer satisfaction and less desirable organizational results, performance goals: achievable and realistic targets to which actual outcomes can be compared, performance measurement: measuring the process of achieving preset goals, output measures: assessment of the quantity and quality of work produced, outcome measures: results of programs compared to preset targets. Organizations who wish to implement and run an efficient and effective performance management system must: transform objectives into clearly understood and measurable outcomes, provide instruments to measure manage and improve the organization, include measures of quality, cost, speed, customer service, employee satisfaction, motivation, etc, shift from compliance based and prescriptive to ongoing and forward looking management and strategic partnership between top and middle management and employees. Uses of performance appraisals: administrative decisions, feedback and performance improvement, employee development and career planning, criteria for test validation, training program objectives, job re design.
