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performance management

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by

maui arceo

on 5 September 2011

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Transcript of performance management

Chapter 8 Performance Management the process through which manager ensure that employee’s activities and outputs contribute to the organization’s goals. Process of performance management requires 1 2 3 Knowing what activities and outputs are desired  Observing whether they occur Providing feedback to help employees meet expectations Performance Management Process PROBLEMS SOLUTIONS Discourage teamwork Evaluators are inconsistent or use different criterion and standards. Only valuable for very good or very poor employees Encourages employees to achieve short-term goals Manager has complete power over the employee too subjective Produces emotional Anguish MAKE COLLABORATION PROVIDE TRAINING FOR MANAGERS EVALUATE SPECIFIC BEHAVIORS INCLUDE BOTH LONG-TERM OR SHORT TERM GOALS IN THE APPRAISAL PROCESS MANAGERS SHOULD BE APPRAISED FOR HOW THEY APPRAISE THEIR EMPLOYEES EVALUATE SPECIFIC BEHAVIOR OR RESULTS FOCUS ON BEHAVIOR; DON'T CRITICIZE EMPLOYEES Performance management process the measurement of specified areas of an employee’s performance. Performance Appraisal Stages How is performance define? from Job analysis measuring performance Providing feedback on Performance Purpose of performance management Three broad purposes Strategic Purposes Administrative Purposes Developmental Purposes helps the organization achieve its business objectives the ways in which the organization uses the system to provide information for day to day decisions about salary, benefits, and recognition program serves as a basis for developing employees’ knowledge and skills Criteria for effective performance management Fit with strategy Validity Realiabilty Acceptabilty Specific feedback Methods for Measuring Performance Comparative Methods Ranking Forced Distribution Paired Comparison measuring performance include three types requires managers to rank emplyees in their group assigns a certain percentage of employees to each category in a set of categories each employee is compaired to every other employee and if they are better they get a point. Rating Individuals Graphic Rating Scale Mixed Standard Scale evaluate each individual's performnace list traits and provides a rating scale for each trait. uses several statements describing each trait to produce a final score for that trait Performance sometimes measures by behavior Behaviorally anchored rating scales Behavior observation scales Sources of Performance Information Self Managers PEERS Customers Subordinates Self Errors in Performance Management Similar-to-me error Rating error of giving a higher evaluation to people who seem similar to oneself Errors in distribution Leniency Strictness Central Tendency Errors in distribution pose two problems Halo Error Horn Error occurs when the rater reacts to one positive performance aspect by rating the employee positively in all areas of performance rating errors that occurs when the rater responds to one negative aspect by rating an employee in other aspects. Giving performance FEEDBACK to prepare for a feedback session managers should be well prepared Create the right context for the meeting select neutral location Enable the employee to be well prepared Ask employees to complete a self-assessment ahead of time During the feedback Session, managers can take any of 3 approaches Tell and Sell
Problem Solving
tell and listen Improving Performance Final Stage of performance management Areas of Improvement Ways to improve performance To determine employee ability level KNOWLEDGE SKILLS ABILITIES NEEDED TO PERFORM THE JOB EFFECTIVELY motivation level employee is holding a job he or she wants
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