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IGNOU MSCCFT and PGDCFT Exam Question Pattern: MCFT003 Counselling and Family...
Performance Management & Employee Development {Lecture Notes}
1. Herman Aguinis, University of Colorado at Denver
Performance Management andPerformance Management and
Employee Development: OverviewEmployee Development: Overview
• Personal Developmental Plans
• Direct Supervisor’s Role
• 360-degree Feedback Systems
2. Herman Aguinis, University of Colorado at Denver
Stakeholders in the Development ProcessStakeholders in the Development Process
• Employees
– Help plan their own development
– Improve their own performance
• Managers
– Help guide the process of development
– Support success of process
3. Herman Aguinis, University of Colorado at Denver
PersonalPersonal DevelopmentalDevelopmental PlansPlans
• Specify actions necessary to improve
performance
• Highlight employee’s
– Strengths
– Areas in need of development
4. Herman Aguinis, University of Colorado at Denver
Personal Developmental Plans answer:Personal Developmental Plans answer:
• How can I continuously learn and grow in
the next year?
• How can I do better in the future?
• How can I avoid performance problems
of the past?
5. Herman Aguinis, University of Colorado at Denver
Personal Developmental Plans:Personal Developmental Plans:
OverviewOverview
• Developmental Plan Objectives
• Content of Developmental Plan
• Developmental Activities
6. Herman Aguinis, University of Colorado at Denver
Overall Developmental Plan ObjectivesOverall Developmental Plan Objectives
• Encourage:
– Continuous learning
– Performance improvement
– Personal growth
7. Herman Aguinis, University of Colorado at Denver
Specific Developmental Plan ObjectivesSpecific Developmental Plan Objectives
• Improve performance in current job
• Sustain performance in current job
• Prepare employee for advancement
• Enrich employee’s work experience
8. Herman Aguinis, University of Colorado at Denver
Content of Developmental PlanContent of Developmental Plan
• Developmental objectives
– New skills or knowledge
– Timeline
• How the new skills or knowledge will be acquired
– Resources
– Strategies
• Standards and measures used to assess
achievement of objectives
9. Herman Aguinis, University of Colorado at Denver
Content of Developmental PlanContent of Developmental Plan
• Based on needs of organization and employee
• Chosen by employee and direct supervisor
• Taking into account
– Employee’s learning preferences
– Developmental objective in question
– Organization’s available resources
10. Herman Aguinis, University of Colorado at Denver
Developmental ActivitiesDevelopmental Activities
‘On the job’‘On the job’
• On-the-job-training
• Mentoring
• Job rotation
• Temporary assignments
11. Herman Aguinis, University of Colorado at Denver
Developmental ActivitiesDevelopmental Activities
In addition to ‘on the job’In addition to ‘on the job’
• Courses
• Self-guided reading
• Getting a degree
• Attending a conference
• Membership or leadership role
– in professional or trade organization
12. Herman Aguinis, University of Colorado at Denver
Direct Supervisor’s Role:Direct Supervisor’s Role:
• Explain what is necessary
• Refer employee to appropriate
developmental activities
• Review & make suggestions regarding
developmental objectives
13. Herman Aguinis, University of Colorado at Denver
Direct Supervisor’s Role (ongoing):Direct Supervisor’s Role (ongoing):
• Check on employee’s progress
• Provide motivational reinforcement
14. Herman Aguinis, University of Colorado at Denver
360-degree Feedback Systems360-degree Feedback Systems
Tools to help employees
• Improve performance by using
• Performance information
• Gathered from many sources
– Superiors
– Peers
– Customers
– Subordinates
– The employee
15. Herman Aguinis, University of Colorado at Denver
360-degree Feedback Systems360-degree Feedback Systems
• Anonymous feedback
• Most useful when used
– For DEVELOPMENT
– NOT for administrative purposes
• Internet used for collecting data
20. Herman Aguinis, University of Colorado at Denver
Necessary organizational norms include:Necessary organizational norms include:
• Cooperation
• Openness and trust
• Input and participation valued
• Fairness
21. Herman Aguinis, University of Colorado at Denver
Overview of 360-degree Feedback SystemsOverview of 360-degree Feedback Systems
• Advantages of 360-degree Feedback Systems
• Risks of 360-degree Feedback Systems
• Characteristics of a Good 360-degree
Feedback System
22. Herman Aguinis, University of Colorado at Denver
Advantages of 360-degree Feedback SystemsAdvantages of 360-degree Feedback Systems
• Decreased possibility of biases
• Increased awareness of expectations
• Increased commitment to improve
• Improved self-perception of performance
• Improved performance
• Reduction of ‘undiscussables’
• Increased employee control of their own careers
23. Herman Aguinis, University of Colorado at Denver
Risks of 360-degree Feedback SystemsRisks of 360-degree Feedback Systems
• Unconstructive negative feedback hurts.
• Are individuals comfortable with the system?
User acceptance is crucial.
• If few raters, anonymity is compromised.
• Raters may become overloaded.
• Stock values may drop.
24. Herman Aguinis, University of Colorado at Denver
Characteristics of a Good 360-degree Feedback SystemCharacteristics of a Good 360-degree Feedback System
• Anonymity
• Observation of employee
performance
• Avoidance of survey
fatigue
• Raters are trained
• Used for developmental
purposes only
• Emphasis on behaviors
• Raters go beyond ratings
• Feedback interpretation
• Follow-up