BU354 Lecture Notes - Lecture 4: 360-Degree Feedback, Eval, Job Analysis
Document Summary
Better performance mgmt. represents a largely untapped opportunity to improve profitability. : all activities improving worker performance, productivity, and effectiveness. Goal setting, pay for performance, training and development, career mgmt. , disciplinary action. Integrated network of procedures across the org that will influence all work behaviour. 3 major purposes of performance mgmt: it aligns employee actions with strategic goals, vehicle for culture change, provides input into other hr systems such as development and remuneration. Most effective way for firms to differentiate themselves in a highly competitive, service-oriented, global marketplace is through the quality of its employees. 4. The performance management process contains five steps:5: 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 suggests that employment decisions (ex: performance appraisal system) must be valid, practical, reliable, and free from bias.
