Chapter 7: PERFORMANCE AND TALENT MANAGEMENT Rememberable words:

The five reasons to appraise subordinates perfomance 1. Most employers still base pay, promotion, and retention decisions on the employees appraisal 2. Playing the importane role in the employees performance management. Making sure employees make sense with overall organizations goal 3. Correct the defficiencies ad reinforce the things staffs do right. 4. Provide the strength and weakeness. Its useful for career planning purpose. 5. Shorten the gap between the employees performance and his/her standard.

SMART is the way to set Effective Goals Specific Mesurable Attainable or Doable Relevant Timely

 The supersisors should be and usaully is in the best position to evaluate performance of subordinates Appraisal by Subordinates Upward feedback

Peer Appraisal

Rating Commitees

Self-Rating

360-Degree Feedback

- Positive impact on improving perception of:

Composed of immediate supervisor and three or four other supervisors

One problem with selfratings is that employees usually rate themselves higher than their supervisors or peers would

Performance information is collected from supervisors, subordinates, peers, and

Subordinates evaluate their supervisors performance candid (ngay thng) Usually for when subordinates know rewards or promotions are not involved internal/external customers

l out problems such as bias on the part of individual raters

rate them.

jobs of all types placed ude the different facets of an employees performance observed by different appraisers themselves in the top 10%.

developmental rather than pay purposes

MBO 1. Set the organizations goals 2. Set departmental goals 3. Discuss departmental goals 4. Define expected results 5. Conduct performance reviews and measure the results 6. Provide feedback

 Electronic Performance Monitoring (EPM) Halo effect: The rating of a subordinate on one trait influences the way you rate the subordinate on other traits Central tendency The tendency to rate all employees about average Leniency or strictness: Rating all subordinates consistently high or low

 Comparing between Performance and Appraisal Management Performance Management Performance Management:Using technology to help managers Appraisal Management: Rely on paper form

- PM never means just meeting with a subordinate once or twice a year to review your performance. Means continously, daily, or weekly interaction and feed back - Goal-directed - Continuously Re-evaluateing and modifying how the employee and team get their job done

Segment Employees Horizontal line: Vertical line: Value to the Organization: mission-critical, core, necessery, nonessential Performance: exceptional, high, medium, low