Summary
Summary Chapter 16 notes
- Course
- Human Resource Management
- Institution
- Brock University ( )
Summary of 72 pages for the course Human Resource Management at (Chapter 16 notes)
[Show more]
Seller
FollowContent preview
Midterm 2Friday, March 18, 2016 12:45 PM
Chapter 10
The Performance Management Process
1. Defining performance expectations and goals
- Task performance
○ Reflects an individuals direct contribution to their job-related
processes
○ Performance expectations are grounded in realistic job demands
and align with the organizations strategic objectives and
implementation plans
- Contextual performance
○ Reflects an individuals indirect contribution to the organization by
improving the organizational, social, and psychological behaviours
that contribute to organizational effectiveness beyond those
specified for the job
○ "demonstrates positive attitude"
2. Providing ongoing feedback and coaching
- Performance Improvement Plans
Conducting performance appraisal and evaluation discussions
- Formal Appraisal Methods
○ Graphic rating scale
○ Alternation ranking method
○ Paired Comparison method
○ Forced distribution method
○ Critical Incident Method
○ Narrative Forms
○ Behaviourally Anchored Rating Scales
§ More accurate measure
§ Clearer standards
§ Feedback
§ Independent dimensions
,
, ○ Critical Incident Method
○ Narrative Forms
○ Behaviourally Anchored Rating Scales
§ More accurate measure
§ Clearer standards
§ Feedback
§ Independent dimensions
§ Consistency
○ Management by Objectives
§ Set organizational goals
§ Set departmental goals
§ Discuss departmental goals
§ Define expected results
§ Performance reviews
§ Provide feedback
§ Problems to avoid
□ Setting unclear, unmeasurable objectives
□ Time-consuming
□ Tug-of-war
○ Mixing the methods
○ The use of Technology in Performance Appraisals
§ Electronic performance monitoring
○ Performance Appraisal Problems
§ Validity and Reliability
§ Rating Scale Problems
□ Unclear performance standards
□ Halo effect
□ Central tendency
□ Strictness/ leniency
□ Most of rating is done on idiosyncratic factors
® Appraisal bias
□ Recency effect
□ Similar-to-me bias
○ How to avoid Appraisal Problems
§ Be familiar with the problems
§ Training supervisors on how to eliminate rating errors
§ Choose the right appraisal tool
§ Use multiple raters
Formal Appraisal Discussions
- Satisfactory performance - Promotable employee
○ Make development plans
- Satisfactory performance- Non-promotable employee
,
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller jeffreykatz. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for CA$11.18. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
59063 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy study notes for 15 years now