Bài giảng Human Resource Management - Chapter 8 Performance Management

Chapter 8Performance ManagementCopyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw-Hill Education.Introduction8-*Performance Management Process8-*5 Criteria of Performance Measures8-* Competency ModelCompetencies are sets of skills, knowledge, abilities and personal characteristics that enable employees to successfully perform their jobs.A competency model identifies competencies necessary for each model and provides descriptions common for an entire occupation, organization, job family or specific job, useful for recruiting, selection, training and development.Balanced Scorecard ApproachTypical Rater ErrorsSimilar to MeContrastLeniencyStrictnessCentral TendencyHaloHornsImprove Performance FeedbackGive feedback frequently, not once a year.Create right context for discussion.Ask employees to rate performance before the session.Encourage employee to participate.Recognize effective performance through praise.Focus on solving problems.Focus feedback on behavior or results, not on the person.Minimize criticism.Agree to specific goals and set progress review date.8-*EmployeeCharacteristics8-*Withstand Legal ScrutinyConduct a valid job analysis related to performance.Base system on specific behaviors or results.Train raters to use system correctly.Review performance ratings and allow for employee appeal.Provide guidance/support for poor performers.Use multiple raters.Document performance evaluations.8-*SummaryMeasuring and managing performance are key to gain competitive edge.Performance management systems (PMS) serve strategic, administrative and developmental purposes.PMS should be evaluated against criteria of strategic congruence, validity, reliability, acceptability and specificity.Effective managers need tobe aware of the issues involved in determining best methods and legal scrutiny.feed performance information back to employeestake action based on causes for poor performance: ability, motivation or both8-*