HRP2730 Welcome to week 4. JOURNAL WRITING How did it go?

HRP2730

Welcome to week 4

JOURNAL WRITING

How did it go?

TODAYS OBJECTIVES

Review TESCO Case study and discuss questions

pertaining to the case.

Impact of technology on HRM.

Performance management

Performance management - review and discuss case

Formal appraisal

Journal entries

PERFORMANCE MANAGEMENT

Performance management (PM) includes activities that ensure that

goals are consistently being met in an effective and efficient manner.

Performance management can focus on the performance of an

organization, a department, employee, or even the processes to build a

product or service, as well as many other areas.

Studies have identifies a strong link between performance

management systems (set f integrated management practices)and an

organizations success. These studies demonstrate that “what gets

measure, gets done” and that ongoing feedback to the employees is

critical to achieving goals

PURPOSE FOR MANAGING PERFORMANCE

Compensation purposes – most employees believe their pay is the

major outcome of performance review. It can be anything from an

increase in salary to some other type of incentive - all with the

intention of motivating employees.

Administrative purposes – promotion, transfer and layoff decisions.

Measurement of performance – overall success of organization.

How well did employees perform in compared to established goals

Developmental purposes – provides feedback for discussing

strengths and areas for improvement.

W H O S H O U L D P R O V I D E P E R F O R M A N C E I N F O R M A T I O N

Manager/supervisor

Self-review

Subordinate appraisal

Peer review

Team review

Customer input

HOME VS. HOST COUNTRIES REVIEWS

It can be difficult for home countries to assess the performance of

employees working abroad. Performance assessment with a North American

management style can cause problems in other countries – superiors may

have different expectations for what constitutes good performance.

Geographical distances can create communication problems.

Local cultures can may influence ones perception of how well an individual

is performing

If performance is not successful, careful attention needs to be paid to the

local environment before terminating employees. In some cases, such as

China, there ,are restrictions to when workers can be terminated.

CASE STUDY

This case study describes a common situation where a newly appointed manager

needs to be set performance management objectives by his line manager.

As is frequently the case, there are probably too many items to go into the suite of

objectives for the year, so the manager will have to exercise some discretion over

what goes in and what stays out.

Also there are probably a couple of items that just need to get sorted out rather

than captured in a formal appraisal paperwork. Or is this not the right approach?

Surely not all of the objectives can have timescales attached? Or can they?

BENEFITS OF APPRAISAL

Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare

chance for a supervisor and subordinate to have "time out" for a one-on-one discussion of important work issues

that might not otherwise be addressed.

Almost universally, where performance appraisal is conducted properly, both supervisors and subordinates have

reported the experience as beneficial and positive. 

Appraisal offers a valuable opportunity to focus on work activities and goals, to identify and correct existing

problems, and to encourage better future performance. Thus the performance of the whole organization is

enhanced.

For many employees, an "official" appraisal interview may be the only time they get to have exclusive,

uninterrupted access to their supervisor. Said one employee of a large organization after his first formal

performance appraisal, "In twenty years of work, that's the first time anyone has ever bothered to sit down and tell

me how I'm doing."

The value of this intense and purposeful interaction between a supervisors and subordinate should not be

underestimated.