Chapt007-hrm.pptVIP

Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-* Strategic congruence is the extent to which the performance management system elicits job performance that is congruent with the organizations strategy, goals, and culture. Strategic congruence emphasizes the need for the performance management system to guide employees in contributing to the organization’s success. This requires systems flexible enough to adapt to changes in the company’s strategic posture. Validity is the extent to which the performance measure assesses all the relevant—and only the relevant—aspects of job performance.Validity is concerned with maximizing the overlap between actual job performance and the measure of job performance Reliability refers to the consistency of the performance measure. Acceptability refers to whether the people who use the performance measure accept it.Acceptability is affected by the extent to which employees believe the performance management system is fair. Performance management systems that are perceived as unfair are likely to be legally challenged, be used incorrectly, and decrease employee motivation to improve Specificity is the extent to which a performance measure gives specific guidance to employees about what is expected of them and how they can meet these expectations.Specificity is relevant to both the strategic and developmental purposes of performance management. If a measure does not specify what an employee must do to help the company achieve its strategic goals, it does not achieve its strategic purpose. Additionally, if the measure fails to point out employees’ performance problems, it is almost impossible for the employees to correct their performance. Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-* The comparative approach to performance requires the rater to compare an individual’s performance with that of others. 1. Ranking is one of the techniques that arrive at an overall a