performance management and employee development
DESCRIPTION
Performance management and employee development: overviewTRANSCRIPT
Personal Developmental Plans
Direct Supervisor’s Role360-degree Feedback
Systems
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Employees Help plan their own development Improve their own performance
Managers Help guide the process of
development Support success of process
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Specify actions necessary to improve performance
Highlight employee’s Strengths Areas in need of development
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How can I continuously learn and grow in the next year?
How can I do better in the future?
How can I avoid performance problems of the past?
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Developmental Plan Objectives
Content of Developmental Plan
Developmental Activities
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Encourage: Continuous learning Performance improvement Personal growth
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Improve performance in current job
Sustain performance in current jobPrepare employee for
advancementEnrich employee’s work
experience
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Developmental objectives New skills or knowledge Timeline
How the new skills or knowledge will be acquired Resources Strategies
Standards and measures used to assess achievement of objectives
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Based on needs of organization and employee
Chosen by employee and direct supervisor
Taking into account Employee’s learning preferences Developmental objective in question Organization’s available resources
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On-the-job-trainingMentoring Job rotationTemporary assignments
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CoursesSelf-guided readingGetting a degreeAttending a conferenceMembership or leadership
role in professional or trade
organization
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Explain what is necessary Refer employee to
appropriate developmental activities
Review & make suggestions regarding developmental objectives
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Check on employee’s progress
Provide motivational reinforcement
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Tools to help employees Improve performance by using
Performance information Gathered from many sources Superiors Peers Customers Subordinates The employee
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Anonymous feedbackMost useful when used
For DEVELOPMENT NOT for administrative purposes
Internet used for collecting data
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Prentice Hall, Inc. © 2006
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CooperationOpenness and trust Input and
participation valuedFairness
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Advantages of 360-degree Feedback Systems
Risks of 360-degree Feedback Systems
Characteristics of a Good 360-degree Feedback System
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Decreased possibility of biases Increased awareness of
expectations Increased commitment to improve Improved self-perception of
performance Improved performanceReduction of ‘undiscussables’ Increased employee control of their
own careers
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Unconstructive negative feedback hurts.
Are individuals comfortable with the system? User acceptance is crucial.
If few raters, anonymity is compromised.
Raters may become overloaded.
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Anonymity Observation of
employee performance
Avoidance of survey fatigue
Raters are trained
Used for developmental purposes only
Emphasis on behaviors
Raters go beyond ratings
Feedback interpretation
Follow-up
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