Setting Professional Goals for the New Year It is a new year, and this means that many people will be resolving to make improvements in their lives and work. It may seem cliché, but there is a reason why we are so drawn toward self-improvement. Times such as the New Year and birthdays serve as milestones, making individuals reflective about what is working and what needs to be improved. … [Read more...]
How to effectively use performance feedback to fully develop employees
How to use performance feedback to develop employees As we have seen in our series on performance management (PM) systems, they can bring many benefits to the organization if properly implemented. So far we have focused on creating an effective new system, different types of PM, legal defensibility, and training raters. One excellent application of PM systems is that they can be used to develop … [Read more...]
3 effective ways to approach performance appraisals and when to use them.
Different approaches to performance appraisals One of the important considerations in creating your organization’s performance management (PM) system is the approach used to measure performance. According to organizational researcher Herman Aguinis (2009), there are three types of criteria: behaviors, results, and traits. The behavior approach to performance management focuses on specific … [Read more...]
How to create a legally defensible performance management system.
How Legally Defensible is Your Appraisal Management System?One of the issues that must be considered when evaluating a performance management (PM) system is how well it would stand up in court. Not surprisingly, legally defensible PM criteria is in line with the criteria for good performance management systems. According to Aguinis (2007), good performance standards are related to the position, … [Read more...]
An Introduction to Performance Management
Performance Management: Not Just an Annual Review Performance appraisals (PA) get a bad rap in organizations. Seen as the dreaded yearly review, they are often treated with scorn or derision by employees and management alike. However, it doesn’t have to be this way. When performance systems are implemented incorrectly, they can cause more harm than good. According to researchers Kluger and … [Read more...]