Again, the performance appraisal instrument will serve as the beginning and the end of the performance management system, providing both instruction and measurement of performance along the lines specifically devised by the management of the Cobran Medical Institute (Heathfield 2010). Such a custom-tailored system cannot help but make the Cobran Medical institute's strategic objectives more easily achievable.
Conclusion
Issues of appraisal instruments, training and development, and remuneration all have significant bearing on the larger issue of performance management. Fro the Cobran Medical Institute, a transition to a more behavior-specific performance appraisal tool is recommended to decrease distortions in appraisal and to increase consistency in performance and perceived standard. This will also allow management to obtain a more comprehensive view of their employees.
References
Armstrong, M. (2004). Performance management: key strategies and practical guidelines. Sterling, VA: Kogan Publishing.
Bacal, R. (1999). Performance management. New York: McGraw Hill.
Heathfield, S. (2010). "Performance management process checklist."...
The other major advantage of the use of a pilot group for conducting evaluations and 360 degree feedback survey is it enables pilot participants to act as champions who promote the process in the rest of the organization. Using Rater Groups: When conducting evaluations and 360 degree feedback assessments, using small but relevant rater groups is one of the best methods. The consideration of the number of people to participate in
Performance Management Systems The Paradox of Performance Management Systems And Their Effect on Corporate Performance Performance Management Systems including annual performance reviews are only as effective as the contextual relevance and insight of a manager or leader into how to create greater alignment of personal and professional goals of an employee. The continued evolution of performance management systems provide a useful index of how management and leadership theories have progressed beyond obvious measures
The employee should be given clear goals, to avoid employee frustration, and to avoid the use of the company for purely self-serving reasons. The employee is to be used as a resource, so he or she can feel involved in a meaningful fashion in the company, but must be appropriately compensated for his or her effort. And the effectiveness of these rewards, such as pay vs. performance, should also
Performance Management Training Program Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training
Performance Management Training Program Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training
Performance Management Training Program Having nonperforming employees can be frustrating for any organization. So as an employer, it is necessary to ensure that your employees receive training and development that they need to up the performance of the duties assigned to them. We shed some light on when you must train and develop your staff for effective management. Notice that effective human resource planning is important since it ensures that training
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now