BU354 Chapter Notes - Chapter 10: Job Analysis, Performance Management, Performance Appraisal
Document Summary
Achieving strategic objectives requires employee productivity above all else. Better performance management represents opportunity to improve profitability. Performance management the process encompassing all activities related to improving employee performance, productivity, and effectiveness: goal setting, pay for performance, training and development, career management, disciplinary action, must influence all work behaviour. 3 major purposes of performance management: aligns employee actions with strategic goals, it is a vehicle for culture change, provides input into other hr systems i. e. development and remuneration. 5 steps: defining performance expectations and goals, providing ongoing feedback and coaching, conducting performance appraisal and evaluation discussions, determining performance rewards/consequences, conducting development and career opportunities discussions. Robert thorndike employment decisions must be valid, practical, and free from bias. Failure to measure/use appraisal results effectively negates primary purpose of performance evaluations. Effective performance management begins with defining the job and its performance standards. Critical step in employees" understanding of how their work makes a contribution to achieving business results.
