“Performance Measurement” Please respond to the following:Imagine you are working at an ice cream shop. It is the middle of summer, the shop’s busiest season, and the electricity goes out during a storm. Rank the actions that you should take in order of importance, as your performance will be measured regarding your immediate actions.Assess the advantages and / or disadvantages of having more than one source of performance measurement within a company. Support your position with examples. Of the performance measurement sources you provided, select one that you believe your current or previous company could benefit from and explain why.
hrm530_w7_p2.ppt
hrm_530_week_6_supplemental_materials.docx
Unformatted Attachment Preview
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
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
…
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