BU354 Lecture Notes - Lecture 16: Inter-Rater Reliability, Succession Planning, Central Tendency
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: all activities improving worker performance, productivity, and effectiveness. *goal setting, pay for performance, training and development, career mgmt. , disciplinary action. 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 = through the quality of its employees. Ro(cid:271)e(cid:396)t tho(cid:396)(cid:374)dike (cid:862)e(cid:373)plo(cid:455)(cid:373)e(cid:374)t de(cid:272)isio(cid:374)s (cid:373)ust (cid:271)e valid, practical, reliable, and free from bias. Failure to measure and use appraisal results effe(cid:272)ti(cid:448)el(cid:455) (cid:374)egates pu(cid:396)pose of pe(cid:396)fo(cid:396)(cid:373)a(cid:374)(cid:272)e e(cid:448)als(cid:863) *the performance management process contains five steps:5: defining performance expectations & goals (and the job, providing ongoing feedback and coaching, conducting performance appraisal and evaluation discussions, determining performance rewards/consequences, conducting development and career opportunities discussions. A (cid:272)(cid:396)iti(cid:272)al step i(cid:374) e(cid:373)plo(cid:455)ees" u(cid:374)de(cid:396)sta(cid:374)di(cid:374)g of how their work makes a contribution: *task performance: individual"s direct contribution to their job related processes.
