HRM200 Chapter Notes - Chapter 10: Goal Setting, Prohibition Party, Performance Appraisal

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

Document Summary

Performance management is the process encompassing all activities related to improving employee performance, productivity, & effectiveness. Three major purposes of p. m: aligns employee actions w/ strategic goals, a vehicle for culture change, provides input into other hr systems such as development & remuneration. Help employees to understand how their work makes a contribution to achieving business results. Task peformance direct contribution to job related processes. Contextual performance indirect contibution to the organization"s social responsibility values by improving organizational, social, & psychological behaviours. Legal considerations correlate performance expectations to job activities. Step 2 providing ongoing coaching & feedback. Important to have open two-way communication employee responsible for monitoring own performance, & asking for help: manager responsible for communicating changing strategies & objectives if applicable. Step 3 performance appraisal & evaluation discussion. Graphic rating scale scale that lists a # of traits & a range of performance for each. Alternation ranking method ranking employees from best to worst on a particular trait.