“Performance Appraisals” Please respond to the following:Determine why organizations can have higher productivity when top managers encourage supervisors to set goals, assess performance, and provide feedback to employees. Support your answer with examples. Then, describe the experience you have had with performance appraisals and how your performance has been influenced by them. Go to businessballs’ Website and review the information regarding performance appraisals. Next, rate the importance of measuring performance and providing an opportunity for feedback. Support your position.
hrm_530_week_6_supplemental_materials.docx
hrm530_w7_p2.ppt
Unformatted Attachment Preview
HRM 530, Strategic Human Resource Management
Week 6
Learning Outcome: Design job and task analyses that align with the overall HRM strategy.
Article: The Role of Subordinates in 360 Feedback
http://www.sigmaassessmentsystems.com/articles/360subordinateappraisals.asp
Article: Strategic Use of Assessments to Power Development
http://www.hreonline.com/HRE/view/story.jhtml?id=156838048
Provided by Dean Tanya Moore
Adapted by Adjunct Professor Lewis
Strategic Human Resource
Management
HRM530
Measuring Performance and
Providing Feedback
Stewart, G. & Brown, K. (2008). Human resource
management, (1st ed.). Hoboken, NJ: John Wiley & Sons.
Objectives
•
Upon completion of this lesson, you will
be able to:
– Design processes to manage employee
performance, retention and separation
Strategic Performance
Management
• Assessing and communicating employee
contributions
• Merit-based systems
– Recognizing and rewarding high performance
• Parity-based systems
– Encourage cooperation
– Focus on processes rather than outcomes
Performance
• Contributions individuals make to the
organization
• Task performance
• Citizenship behavior
• Counterproductive behavior
– Production deviance
– Property deviance
– Political deviance
– Personal aggression
Measures Performance
• Performance appraisal
• Objective measures
– Quantitative based on outcomes
• Subjective measures
– Based on judgments
• Rating errors
– Central tendency
– Contrast error
– Halo error
– Recency error
Types of Performance
Appraisals
• Narrative ratings
– Written description of performance
• Graphic rating scale
– Numerical rating for work dimensions
• Forced ranking
– Rank all employees
• Forced distribution
– Certain percents of employees placed in each
category
Feedback
• How they are doing and where
improvement can take place
• Positive
– Messages communicating high performance
– Leads to higher motivation when except
benefits from continued performance
• Negative
– Message communicating low performance
– Seen as criticism become less motivated and
experience conflict
Summary
•
•
•
•
•
•
Merit-based systems
Job performance
General performance dimensions
Performance appraisals
Performance ratings
Feedback
…
Purchase answer to see full
attachment
Order a plagiarism free paper now. We do not use AI. Use the code SAVE15 to get a 15% Discount
Looking for help with your ASSIGNMENT? Our paper writing service can help you achieve higher grades and meet your deadlines.
Why order from us
We offer plagiarism-free content
We don’t use AI
Confidentiality is guaranteed
We guarantee A+ quality
We offer unlimited revisions