Introduction to Performance Management: A Systems Approach

Performance management can be most effective when we think of HR as a set of integrated HR functions( e.g.,  employee recruitment and selection, training, job analysis, compensation and career management) with PM the measurement component that ties HR functions into a unified system.

A fine balance in needed between maximizing performance and providing feedback that employees value. Expectations and attitudes about feedback  have changed significantly in recent years with the pervasive integration of information technology into the workplace and life in general.  The traditional annual performance review as the main source of employ feedback seems out of date when employees are used to continuous feedback from devices they have in their pocket.

You should develop an understanding of:

  • Current trends in performance management
  • Measurement reliability and validity
  • A variety of performance rating scales and the pros and cons of each
  • When to use ratings and how to reduce rating errors
  • Critical incidents in performance measurement
  • Team-based and multi-rater assessment
  • Performance feedback apps
  • Performance incentives
  • Management and executive feedback

And demonstrate the ability to:

  • Increase validity with job analysis data
  • Use performance management for more expert coaching
  • Incorporate constructive and supportive feedback in performance management
  • Design an executive feedback system
  • Define critical performance areas correctly
  • Optimally balance measurement of behaviors and outcomes
  • An appreciation of multi-cultural and gender considerations in performance management

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