HRM200 Chapter 10: Chapter 10

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

Document Summary

Activities to improve employee productivity (goal setting, pay, training, discipline) The future: technology always for automated record keeping (electronic performance monitoring), overall performance, development path, and advanced reporting. Legal: characteristics are determine through job analysis in a rating system where the employees know the performance system and expectations. Less subjective the better with multiple tests, raters, and a formal appeal mechanism with documented evaluations and corrective guidance. Contextual: indirect contribution to the business" social responsibility values. Task based: direct contribution to job related process. Two way communication, self-monitor performance, manager to communicate objectives. Graphic rating scale: lists traits and the range of performance. Alternation ranking: ranking employees b w for a trait. Forced distribution: predetermined category % people are placed in performance categories. Paired comparison: for each trait, list all possible pairs of employees and rank + or then rank everyone by + trait scores. Critical incident: record good/bad traits of an employee and review the list with them.