BU354 Lecture Notes - Lecture 10: Central Tendency, Performance Appraisal, Performance Management
Document Summary
Performance management: the process encompassing all activities related to improving employee performance, productivity, and effectiveness. Includes goal setting, pay for performance, training and development, career management, and disciplinary action. 3 major purposes of performance management: aligns employee actions w/ strategic goals, provides input into other hr system such as development and remuneration. Showing leadership and accountability at all levels of the organization: ensuring close ties among appraisal results, rewards, and recognition outcomes, having an administratively efficient system w/ sufficient communication support. Investing in employee development planning: performance management process. Focusing on tasks means that performance expectations are grounded in realistic job demands and aligh (cid:449)/ the orga(cid:374)izatio(cid:374)"s strategi(cid:272) o(cid:271)je(cid:272)ti(cid:448)es a(cid:374)d i(cid:373)ple(cid:373)e(cid:374)tatio(cid:374) pla(cid:374)s. Contextual performance: indirect contribution to the organization by improving the organizational, social, and psychological behaviours that contribute to organizational effectiveness beyond those specified for the job. Includes extra-role behaviours and contextual factors like demonstrates a +ve attitude & pitches in to help others when needed.
