战略人力资管理10.pptVIP

Management by objectives Trait methods Behavioural methods Training appraisers * * CHAPTER 11 Management of performance Session objectives Discuss the relationship between performance management and other HRM processes Describe the various objectives of performance management programs Identify the basic considerations in selecting standards for performance review Discuss the primary performance review methods Describe the types of errors that arise in the use of rating methods Identify the different approaches to performance review interviewing Session objectives (cont.) Benefits: Organisational Personal Performance appraisal programs Developing a performance review program HR oversees and coordinates Managers establish objectives Employee ownership Performance appraisal objectives Assessment of past performance Assessment of promotion potential Training and development Feedback Workplace planning $ Grievance communication Identification of obstacles/problems Establish standards Standards for performance evaluation should be clearly defined and communicated Based on job-related requirements – job analysis, personal development etc. Competency based Department-specific goals Joint agreement Interim review Subordinate goals Supervisor goals New input Inappropriate goals eliminated Review organisational performance Final review Common goals Graphic rating scale Mixed standard scale Essay Forced choice Common trait methods of appraisal Critical incidents Behavioural checklist Behaviourally anchored rating scale (BARS) Behaviour observation scales Common behavioural appraisal methods Leniency or strictness error Similar-to-me error Contrast error Error of central tendency Recency error Common appraisal errors to address in training Appraisal interviews Emphasise strengths Avoid personal traits – emphasise more acceptable ways of performing Opportunities for growth * * *