TAILIEUCHUNG - Lecture Fundamentals of human resource management (5/e) - Chapter 8: Managing employees’ performance

After reading chapter 8, you should be able to: Identify the activities involved in performance management, discuss the purposes of performance management systems, define five criteria for measuring the effectiveness of a performance management system,. | CHAPTER 8 MANAGING EMPLOYEES’ PERFORMANCE FUNDAMENTALS OF HUMAN RESOURCE MANAGEMENT 5TH EDITION BY . NOE, . HOLLENBECK, B. GERHART, AND . WRIGHT Introduction Performance management: process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals. This process requires: Knowing what activities and outputs are desired Observing whether they occur Providing feedback to help employees meet expectations Purposes of Performance Management Strategic Purpose - effective performance management helps the organization achieve its business objectives. Administrative Purpose –ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs. Developmental Purpose – serves as a basis for developing employees’ knowledge and skills. Criteria for Effective Performance Management Methods for Measuring Performance Measuring Performance: Making Comparisons Sources of Performance Information 360-Degree Performance Appraisal: performance measurement that combines information from the employees’: Managers Peers Subordinates Self Customers Types of Performance Measurement Rating Errors Contrast errors: rater compares an individual, not against an objective standard, but against other employees. Distributional errors: rater tends to use only one part of a rating scale. Leniency: the reviewer rates everyone near the top Strictness: the rater favors lower rankings Central tendency: the rater puts everyone near the middle of the scale Types of Performance Measurement Rating Errors Rater bias: raters often let their opinion of one quality color their opinion of others. Halo error: when bias is in a favorable direction. This can mistakenly tell employees they don’t need to improve in any area. Horns error: when bias involves negative ratings. This can cause employees to feel frustrated and defensive. Political Behavior in .

• Quản trị kinh doanh
• Human resource management
• Human resource environment
• Developing employees
• Compensating human resources
• Managing employees’ performance
• Performance management
• Lecture Essential human resource management
• Bài giảng Quản trị nguồn nhân lực
• Essential human resource management
• Organization human resource
• Human resource management theory
• Lecture Human resource management
• Human resource
• Quản trị nhân sự
• Strategic human resource management
• Strategy implementation
• Personnel management
• Human resource systems
• Human resource strategies
• HR’s strategic role
• Human resource planning
• Company's strategic direction
• Human resource recruitment
• Employee separation
• Organizational strategy of human resource
• Recruitment human resource
• Training and development human resource
• Compensation system
• Organizational strategy
• Human resources
• Quản trị nguồn nhân lực
• Human relations era
• Industrial psychology era
• Legal environment
• Retirement programs
• Managing human resource globally
• Collective bargaining
• Labor relationship
• HR planning process
• Manpower requirement
• Skills inventory
• Human resource training
• Training needs assessment
• Evaluate training programs
• Electronic human resource management
• Labor force
• Managing human resources
• Define human resource management
• Explain how HRM contributes
• Identify the responsibilities
• Ebook Human resource management
• Strategic HR management
• Equal employment opportunity
• Selecting human resources
• Equal opportunity
• Human resource management strategy
• Job analysis
• Managing human resources globally
• Human capital
• Summary of PhD thesis
• Human resource development
• Human resources for order management
• Vietnam garment enterprises
• International markets
• The global context
• Workforce planning
• Organisation design
• Human resource management in organizations
• Recruiting and labor markets