PM
PA
Strategic business considerations
Driven by line manager
Ongoing feedbபைடு நூலகம்ck
• So employee can improve performance
Driven by HR Assesses employee
• Strengths • Weaknesses
PM Around the World
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1-3
Definition of PM
1. Continuous process of …
• Identifying • Measuring • Developing … the performance of individuals and
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1-7
Contributions of Performance Management for Employees
Clarify definitions of
• Job
For Employees For Managers For Organization/HR Function
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• Success criteria
Increase motivation to perform
Increase self-esteem
Enhance self-insight and
development
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1-9
Contributions of Performance Management for Organization/HR
Function
Clarify organizational goals
Facilitate organizational change
Fairer, more appropriate administrative actions
Better protection from lawsuits
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1-10
Disadvantages/Dangers of Poorly Implemented PM Systems
teams
2. Aligning performance with the strategic goals of the organization
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1-4
Definition of PM (continued)
1-8
Contributions of Performance Management for Managers
Communicate supervisors’ views of performance more clearly
Managers gain insight about subordinates
1-2
Overview (continued)
Purposes of PM Systems
Characteristics of an Ideal PM System
Integration with Other Human Resources and Development Activities
The PM Contribution Disadvantages/Dangers of Poorly
Implemented PM Systems Definition of Reward Systems
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Performance management (PM) is NOT
performance appraisal (PA)
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1-5
Definition of PM (continued)
Once a year Lacks ongoing
feedback
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1-6
Contributions of Performance Management
For Employees For Managers For Organization/HR Function
Chapter 1
Performance Management and Reward Systems
in Context
Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall
1-1
Overview
Definition of Performance Management (PM)
Better and more timely differentiation between good and poor performers
Employees become more competent
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