HR CH 8 PERFORMANCE MANAGEMENT

The means through which managers ensure that employees' activities and outputs are congruent with the organization's goals.

The process through which an organization gets information on how well an employee is doing his or her job.

The process of providing employees information regarding their performance effectiveness.

The extent to which the performance management system elicits job performance that is consistent with the organization's strategy, goals and culture.

The consistency of a performance measure; the degree to which a performance measure is free from random error.

The consistency of a performance measure; the degree to which a performance measure is free drom random error.

The extent to which a performance measure is deemed to be satisfactory or adequate by those who use it.

Job Performance =

In-Role Task Performance, Citizenship Behaviors, Counterproductive Behaviors

Dicretionary or "extra mile" behaviors that fall outside of an employees specific job decription and that (in the aggregate) promote the effective social & psychological functioning of the organization where job performance takes place.
--can be individually directed like getting holiday cards for coworkers, chatting/joking around the water cooler OR directed by the organization itself like staing late to help clean w/o getting OT pay or fixing broekn machiens or bringing donuts for the whole dept.

ALTRUISMS - helping and assisting coworkers in need
CIVIC VIRTUES - participating in optical functions in order to be a better corporate citizen
SPORTSMANSHIP - maitaining a positive attitude, even in bad times.
COURTESY - sharing pertient info with others.

STRATEGIC PURPOSE - perform. mgmt. should link empl. activity with org. goals.
ADMINISTRATIVE PURPOSE - to make administrative decisions such as salary, pay increases, retention or termination, layoffs and individual recognition.
DEVELOPMENTAL PURPOSE - develop employees who are effective at their jobs ... when emp. are not doing well perf. mgmt. seeks to improve them.

- similar to me effect
- mood / affect
- primacy/recency effect
- confirmation bias
- rater's perspective
- appraisal politics
- rating tendencies

The extent to which a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations,

Sets of skills, knowledge, abilities and personal characteristics that enable employees to successfully perform their jobs.

Identify and provide descriptions of competencies that are common for an occupation, organization, job family or specific job.