PERFORMANCE MANAGEMENT AND REWARDS Flashcards
Refers to procedures and systems designed to improve employee outputs and performance, often through use of economic incentives.
PERFORMANCE MANAGEMENT
A strategic approach to creating and sustaining improved performance in employees, leading to an increase in the effectiveness of companies.
Performance Management
Employing the right people at a right place and at a right time.
An operation of recruiting employees by evaluating their skills, knowledge, and then offering them specific job roles accordingly.
The main goal of staffing is to fill the various roles within the company with suitable candidates.
STAFFING
STAFFING
Job Analysis
Recruitment
Selection
Orientation
Placement
TRAINING AND CAREER PLANNING
DEVELOPMENT
Training
Development
Career Management
To meet the current jobs
Training
• To meet current and future jobs
• For employees to learn and grow
Development
• Investing resources for personal goal
• Meeting of individual goal and organization goal
Career Management
Employment Status
Employment Period
Performance Criteria
Performance Appraisal
Feedback
Performance Improvement
End of Employment
PERFORMANCE
Relates to how
individuals perform in their job duties.
PERFORMANCE
The accomplishment of the assigned tasks at work
PERFORMANCE
Process of evaluating the performance of employees, sharing information with them, and searching ways to improve performance.
PERFORMANCE APPRAISAL
FUNCTIONS OF PERFORMANCE APPRAISAL
To give employees feedback on performance
To identify the employee’s development needs
To make promotion and rewards decisions
To make demotion and termination decisions
To develop information about the organization’s selection and placement decisions.
CRITERIA FOR PERFORMANCE APPRAISAL
Individual task outcomes
Behaviors in dealing with the jobs
Personal Traits
THE PROCESS OF PERFORMANCE APPRAISAL
Establishment of performance
standards
Mutually set measurable goals
Measure actual performance
Compare actual performance with standards
Discuss the appraisal with the employee
If necessary, initiate corrective action
