After reading chapter 10, you should be able to: Distinguish between involuntary and voluntary turnover, and describe their effects on an organization; discuss how employees determine whether the organization treats them fairly; identify legal requirements for employee discipline; summarize ways in which organizations can fairly discipline employees. | Chapter 10 Establishing the Performance Management System 1 Employees see performance evaluations as having a direct effect on their work lives Questions regarding the performance management process: What is the purpose of the evaluation? Who should be evaluated? What format should be used? Who will do the evaluation? Introduction 2 Fundamentals of Human Resource Management 11e Performance management systems have three main purposes: Two-way feedback – performance measures mutually set between employee and employer Development – identify areas in which employees have deficiencies or weaknesses Documentation - to meet legal requirements Performance Management Systems 3 Fundamentals of Human Resource Management 11e Improving performance management systems Focus on the individual Discussions of performance may be emotional and may generate conflicts when subordinates and supervisors do not agree Focus on the process Company policies and procedures may present barriers to a properly functioning appraisal process Train appraisers Training reduces appraiser uncertainty and errors in the process Performance Management Systems 4 Fundamentals of Human Resource Management 11e EEO laws require performance management systems to be objective and job-related ADA: performance management systems must measure “reasonable” success. Click here to see EEOC guidelines for appraising employees with disabilities. Valid performance appraisals are conducted at established intervals Evaluations done by trained appraisers Poorly trained supervisors may show bias Performance Management and EEO 5 Fundamentals of Human Resource Management 11e Appraisal Process Fundamentals of Human Resource Management 11e 6 establish performance standards with employees compare actual performance with standards discuss the appraisal with the employee if necessary, initiate corrective action measure actual performance communicate expectations and set goals 1 2 3 4 5 6 Establish performance standards Derived . | Chapter 10 Establishing the Performance Management System 1 Employees see performance evaluations as having a direct effect on their work lives Questions regarding the performance management process: What is the purpose of the evaluation? Who should be evaluated? What format should be used? Who will do the evaluation? Introduction 2 Fundamentals of Human Resource Management 11e Performance management systems have three main purposes: Two-way feedback – performance measures mutually set between employee and employer Development – identify areas in which employees have deficiencies or weaknesses Documentation - to meet legal requirements Performance Management Systems 3 Fundamentals of Human Resource Management 11e Improving performance management systems Focus on the individual Discussions of performance may be emotional and may generate conflicts when subordinates and supervisors do not agree Focus on the process Company policies and procedures may present barriers to a properly .
