Question
Design your own performance management system considering the following topics: annual appraisal ratings, appraisal interviews, feedback, goal-setting, coaching, linkage to employee development, linkage to organizational awards
t Applications EXERCISE 1: DESIGN YOUR OWN PERFORMANCE MANAGEMENT SYSTEM ume that you are part of a task force charged with revising your o performance management system. Your organization curre visors conduct annual performance appraisals for all of their employees. A form is completed ntly requires tha Sua by both the supervisor and emplo interview has been completed. Unfortunately, there has been little girid ance given to supervisors concerning how to conduct these interviews or co. cerning what should be done after they have been completed. There seems toe very little consistency across supervisors as to the extent to which they shold include goal setting, coaching, and employee development issues in their appraisal interviews. Although the stated objectives for appraisals are that they should be linked to the organization's rewards system, there is no formal means for doing this, either. Your Task: Consider the following topics: annual appraisal ratings, apprasal coaching, linkages to employee development, and linkages to organizational rewards. Using as many of these elements as you wish, design what you think would be an effective performance management system If pressed to pick three topics or areas that you think are most important to do well, which topics would you emphasize? Why?
Explanation / Answer
Design your own performance management system considering the following topics: annual appraisal ratings, appraisal interviews, feedback, goal-setting, coaching, linkage to employee development, linkage to organizational awards
t Applications EXERCISE 1: DESIGN YOUR OWN PERFORMANCE MANAGEMENT SYSTEM ume that you are part of a task force charged with revising your o performance management system. Your organization curre visors conduct annual performance appraisals for all of their employees. A form is completed ntly requires tha Sua by both the supervisor and emplo interview has been completed. Unfortunately, there has been little girid ance given to supervisors concerning how to conduct these interviews or co. cerning what should be done after they have been completed. There seems toe very little consistency across supervisors as to the extent to which they shold include goal setting, coaching, and employee development issues in their appraisal interviews. Although the stated objectives for appraisals are that they should be linked to the organization's rewards system, there is no formal means for doing this, either. Your Task: Consider the following topics: annual appraisal ratings, apprasal coaching, linkages to employee development, and linkages to organizational rewards. Using as many of these elements as you wish, design what you think would be an effective performance management system If pressed to pick three topics or areas that you think are most important to do well, which topics would you emphasize? Why?
