Suche senden
Hochladen
Unit- 8. Performance Management and employee development
•
Als PPTX, PDF herunterladen
•
12 gefällt mir
•
8,642 views
Preeti Bhaskar
Folgen
Unit- 8. Performance Management and employee development
Weniger lesen
Mehr lesen
Bildung
Melden
Teilen
Melden
Teilen
1 von 27
Jetzt herunterladen
Empfohlen
Chapter 7 Implementing a Performance Management System
Chapter 7 Implementing a Performance Management System
Preeti Bhaskar
Unit- 9. Performance Management skill
Unit- 9. Performance Management skill
Preeti Bhaskar
Define performance & choosing a measurement approach
Define performance & choosing a measurement approach
kahogan62
Unit- 5. Measuring results and Behaviors
Unit- 5. Measuring results and Behaviors
Preeti Bhaskar
Unit- 1. Performance Management and reward systems in Context
Unit- 1. Performance Management and reward systems in Context
Preeti Bhaskar
Unit- 6. Gathering performance information
Unit- 6. Gathering performance information
Preeti Bhaskar
Unit- 3. Performance Management and strategic Planning
Unit- 3. Performance Management and strategic Planning
Preeti Bhaskar
Managing Team Performance {Lecture Notes}
Managing Team Performance {Lecture Notes}
FellowBuddy.com
Empfohlen
Chapter 7 Implementing a Performance Management System
Chapter 7 Implementing a Performance Management System
Preeti Bhaskar
Unit- 9. Performance Management skill
Unit- 9. Performance Management skill
Preeti Bhaskar
Define performance & choosing a measurement approach
Define performance & choosing a measurement approach
kahogan62
Unit- 5. Measuring results and Behaviors
Unit- 5. Measuring results and Behaviors
Preeti Bhaskar
Unit- 1. Performance Management and reward systems in Context
Unit- 1. Performance Management and reward systems in Context
Preeti Bhaskar
Unit- 6. Gathering performance information
Unit- 6. Gathering performance information
Preeti Bhaskar
Unit- 3. Performance Management and strategic Planning
Unit- 3. Performance Management and strategic Planning
Preeti Bhaskar
Managing Team Performance {Lecture Notes}
Managing Team Performance {Lecture Notes}
FellowBuddy.com
Performance Management & Strategic Planning {Lecture Notes}
Performance Management & Strategic Planning {Lecture Notes}
FellowBuddy.com
Unit- 4. Defining Performance and choosing Management approach
Unit- 4. Defining Performance and choosing Management approach
Preeti Bhaskar
Implementing A Performance Management System {Lecture Notes}
Implementing A Performance Management System {Lecture Notes}
FellowBuddy.com
Reward systems & legal issues
Reward systems & legal issues
kahogan62
Unit- 2. Performance Management Process
Unit- 2. Performance Management Process
Preeti Bhaskar
Performance Management
Performance Management
VisualBee.com
Unit- 10. Reward system and legal issues
Unit- 10. Reward system and legal issues
Preeti Bhaskar
Gathering Performance Information {Lecture Notes}
Gathering Performance Information {Lecture Notes}
FellowBuddy.com
Measuring Results and Behavior {Lecture Notes}
Measuring Results and Behavior {Lecture Notes}
FellowBuddy.com
Aligning HR Strategy with Business Strategy
Aligning HR Strategy with Business Strategy
Paul
HR Scorecard
HR Scorecard
Al-Qurmoshi Institute of Business Management, Hyderabad
Performance management and employee development
Performance management and employee development
Tufail Ahmed
Performance Management and Performance Appraisal
Performance Management and Performance Appraisal
Ashish Chaulagain
Talent management
Talent management
RiTu Karn
Performance Appraisal
Performance Appraisal
priyanka2803
Gathering performance information
Gathering performance information
Zeba Khan
Performance management
Performance management
Dr. Syed Kashan Ali Shah
HR Metrics
HR Metrics
muntahabarakat
Hr With Business Strategy 1
Hr With Business Strategy 1
Apex Adelchi Footwear Limited
HR Audit
HR Audit
Abhishek Shandilya
Performance Management & Employee Development {Lecture Notes}
Performance Management & Employee Development {Lecture Notes}
FellowBuddy.com
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Preeti Bhaskar
Weitere ähnliche Inhalte
Was ist angesagt?
Performance Management & Strategic Planning {Lecture Notes}
Performance Management & Strategic Planning {Lecture Notes}
FellowBuddy.com
Unit- 4. Defining Performance and choosing Management approach
Unit- 4. Defining Performance and choosing Management approach
Preeti Bhaskar
Implementing A Performance Management System {Lecture Notes}
Implementing A Performance Management System {Lecture Notes}
FellowBuddy.com
Reward systems & legal issues
Reward systems & legal issues
kahogan62
Unit- 2. Performance Management Process
Unit- 2. Performance Management Process
Preeti Bhaskar
Performance Management
Performance Management
VisualBee.com
Unit- 10. Reward system and legal issues
Unit- 10. Reward system and legal issues
Preeti Bhaskar
Gathering Performance Information {Lecture Notes}
Gathering Performance Information {Lecture Notes}
FellowBuddy.com
Measuring Results and Behavior {Lecture Notes}
Measuring Results and Behavior {Lecture Notes}
FellowBuddy.com
Aligning HR Strategy with Business Strategy
Aligning HR Strategy with Business Strategy
Paul
HR Scorecard
HR Scorecard
Al-Qurmoshi Institute of Business Management, Hyderabad
Performance management and employee development
Performance management and employee development
Tufail Ahmed
Performance Management and Performance Appraisal
Performance Management and Performance Appraisal
Ashish Chaulagain
Talent management
Talent management
RiTu Karn
Performance Appraisal
Performance Appraisal
priyanka2803
Gathering performance information
Gathering performance information
Zeba Khan
Performance management
Performance management
Dr. Syed Kashan Ali Shah
HR Metrics
HR Metrics
muntahabarakat
Hr With Business Strategy 1
Hr With Business Strategy 1
Apex Adelchi Footwear Limited
HR Audit
HR Audit
Abhishek Shandilya
Was ist angesagt?
(20)
Performance Management & Strategic Planning {Lecture Notes}
Performance Management & Strategic Planning {Lecture Notes}
Unit- 4. Defining Performance and choosing Management approach
Unit- 4. Defining Performance and choosing Management approach
Implementing A Performance Management System {Lecture Notes}
Implementing A Performance Management System {Lecture Notes}
Reward systems & legal issues
Reward systems & legal issues
Unit- 2. Performance Management Process
Unit- 2. Performance Management Process
Performance Management
Performance Management
Unit- 10. Reward system and legal issues
Unit- 10. Reward system and legal issues
Gathering Performance Information {Lecture Notes}
Gathering Performance Information {Lecture Notes}
Measuring Results and Behavior {Lecture Notes}
Measuring Results and Behavior {Lecture Notes}
Aligning HR Strategy with Business Strategy
Aligning HR Strategy with Business Strategy
HR Scorecard
HR Scorecard
Performance management and employee development
Performance management and employee development
Performance Management and Performance Appraisal
Performance Management and Performance Appraisal
Talent management
Talent management
Performance Appraisal
Performance Appraisal
Gathering performance information
Gathering performance information
Performance management
Performance management
HR Metrics
HR Metrics
Hr With Business Strategy 1
Hr With Business Strategy 1
HR Audit
HR Audit
Ähnlich wie Unit- 8. Performance Management and employee development
Performance Management & Employee Development {Lecture Notes}
Performance Management & Employee Development {Lecture Notes}
FellowBuddy.com
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Preeti Bhaskar
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Preeti Bhaskar
Defineperformancechoosingameasurementapproach 131103153058-phpapp02
Defineperformancechoosingameasurementapproach 131103153058-phpapp02
malikjameel1986
Performance management
Performance management
Tufail Ahmed
Talent management-assessment-center-best-practices-webinar
Talent management-assessment-center-best-practices-webinar
syah rizan
Webinar: When Nothing is Fine
Webinar: When Nothing is Fine
Mad*Pow
In Plain Sight: Hidden Wastes that Jeopardize your organization
In Plain Sight: Hidden Wastes that Jeopardize your organization
Daniel Bloom SPHR, SSBB
HATS__Brochure6.1
HATS__Brochure6.1
Charlene Stephanie Garcia
PA2557_SQM_Lecture4 - Process improvement and Process Maturity.pdf
PA2557_SQM_Lecture4 - Process improvement and Process Maturity.pdf
hulk smash
Future of HR Metrics as A Strategic Business Partner
Future of HR Metrics as A Strategic Business Partner
Seta Wicaksana
Performance Management Skills {Lecture Notes}
Performance Management Skills {Lecture Notes}
FellowBuddy.com
360 Degree Appraisal System
360 Degree Appraisal System
Veer Pratap Singh
Get the RoI: Maximise Business Impact with eLearning
Get the RoI: Maximise Business Impact with eLearning
24x7 Learning
Inspire and Retain Employees Through Career Management
Inspire and Retain Employees Through Career Management
Human Capital Media
Vijay Sharma
Vijay Sharma
Vijay Mercer
Competency based hr management PPT Slides
Competency based hr management PPT Slides
Yodhia Antariksa
Performance Management Overview {Lecture Notes}
Performance Management Overview {Lecture Notes}
FellowBuddy.com
Performance Management Overview {Lecture Notes}
Performance Management Overview {Lecture Notes}
FellowBuddy.com
Ch1
Ch1
Zawwar Shah
Ähnlich wie Unit- 8. Performance Management and employee development
(20)
Performance Management & Employee Development {Lecture Notes}
Performance Management & Employee Development {Lecture Notes}
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Impact of improper objective on organizational performance
Defineperformancechoosingameasurementapproach 131103153058-phpapp02
Defineperformancechoosingameasurementapproach 131103153058-phpapp02
Performance management
Performance management
Talent management-assessment-center-best-practices-webinar
Talent management-assessment-center-best-practices-webinar
Webinar: When Nothing is Fine
Webinar: When Nothing is Fine
In Plain Sight: Hidden Wastes that Jeopardize your organization
In Plain Sight: Hidden Wastes that Jeopardize your organization
HATS__Brochure6.1
HATS__Brochure6.1
PA2557_SQM_Lecture4 - Process improvement and Process Maturity.pdf
PA2557_SQM_Lecture4 - Process improvement and Process Maturity.pdf
Future of HR Metrics as A Strategic Business Partner
Future of HR Metrics as A Strategic Business Partner
Performance Management Skills {Lecture Notes}
Performance Management Skills {Lecture Notes}
360 Degree Appraisal System
360 Degree Appraisal System
Get the RoI: Maximise Business Impact with eLearning
Get the RoI: Maximise Business Impact with eLearning
Inspire and Retain Employees Through Career Management
Inspire and Retain Employees Through Career Management
Vijay Sharma
Vijay Sharma
Competency based hr management PPT Slides
Competency based hr management PPT Slides
Performance Management Overview {Lecture Notes}
Performance Management Overview {Lecture Notes}
Performance Management Overview {Lecture Notes}
Performance Management Overview {Lecture Notes}
Ch1
Ch1
Mehr von Preeti Bhaskar
Instructional Approaches.pptx
Instructional Approaches.pptx
Preeti Bhaskar
training & development
training & development
Preeti Bhaskar
Learning
Learning
Preeti Bhaskar
Trainer’s Role
Trainer’s Role
Preeti Bhaskar
Training Evaluation and Measuremen.pptx
Training Evaluation and Measuremen.pptx
Preeti Bhaskar
training evaluation.pptx
training evaluation.pptx
Preeti Bhaskar
Designing and Conducting Training Program.pptx
Designing and Conducting Training Program.pptx
Preeti Bhaskar
Employee Development
Employee Development
Preeti Bhaskar
Training Evaluation
Training Evaluation
Preeti Bhaskar
Training Methods and Transfer of Training
Training Methods and Transfer of Training
Preeti Bhaskar
Training and development
Training and development
Preeti Bhaskar
Igniting Entrepreneurial Success.pdf
Igniting Entrepreneurial Success.pdf
Preeti Bhaskar
human capital management.pptx
human capital management.pptx
Preeti Bhaskar
Motivation
Motivation
Preeti Bhaskar
Communication
Communication
Preeti Bhaskar
Power and leadership
Power and leadership
Preeti Bhaskar
Organizational Culture
Organizational Culture
Preeti Bhaskar
Organizational Structure
Organizational Structure
Preeti Bhaskar
Planning and decision making
Planning and decision making
Preeti Bhaskar
Overview of Management
Overview of Management
Preeti Bhaskar
Mehr von Preeti Bhaskar
(20)
Instructional Approaches.pptx
Instructional Approaches.pptx
training & development
training & development
Learning
Learning
Trainer’s Role
Trainer’s Role
Training Evaluation and Measuremen.pptx
Training Evaluation and Measuremen.pptx
training evaluation.pptx
training evaluation.pptx
Designing and Conducting Training Program.pptx
Designing and Conducting Training Program.pptx
Employee Development
Employee Development
Training Evaluation
Training Evaluation
Training Methods and Transfer of Training
Training Methods and Transfer of Training
Training and development
Training and development
Igniting Entrepreneurial Success.pdf
Igniting Entrepreneurial Success.pdf
human capital management.pptx
human capital management.pptx
Motivation
Motivation
Communication
Communication
Power and leadership
Power and leadership
Organizational Culture
Organizational Culture
Organizational Structure
Organizational Structure
Planning and decision making
Planning and decision making
Overview of Management
Overview of Management
Kürzlich hochgeladen
Paris 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activity
GeoBlogs
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
iammrhaywood
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
National Information Standards Organization (NISO)
Key note speaker Neum_Admir Softic_ENG.pdf
Key note speaker Neum_Admir Softic_ENG.pdf
Admir Softic
Software Engineering Methodologies (overview)
Software Engineering Methodologies (overview)
eniolaolutunde
Holdier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdf
agholdier
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
EduSkills OECD
Arihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdf
chloefrazer622
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
Maestría en Comunicación Digital Interactiva - UNR
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
Steve Thomason
Accessible design: Minimum effort, maximum impact
Accessible design: Minimum effort, maximum impact
dawncurless
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
Jayanti Pande
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
Thiyagu K
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
RAM LAL ANAND COLLEGE, DELHI UNIVERSITY.
Activity 01 - Artificial Culture (1).pdf
Activity 01 - Artificial Culture (1).pdf
ciinovamais
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
TechSoup
social pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajan
pragatimahajan3
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptx
VishalSingh1417
Beyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global Impact
PECB
Advance Mobile Application Development class 07
Advance Mobile Application Development class 07
Dr. Mazin Mohamed alkathiri
Kürzlich hochgeladen
(20)
Paris 2024 Olympic Geographies - an activity
Paris 2024 Olympic Geographies - an activity
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
SOCIAL AND HISTORICAL CONTEXT - LFTVD.pptx
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
Mattingly "AI & Prompt Design: The Basics of Prompt Design"
Key note speaker Neum_Admir Softic_ENG.pdf
Key note speaker Neum_Admir Softic_ENG.pdf
Software Engineering Methodologies (overview)
Software Engineering Methodologies (overview)
Holdier Curriculum Vitae (April 2024).pdf
Holdier Curriculum Vitae (April 2024).pdf
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Presentation by Andreas Schleicher Tackling the School Absenteeism Crisis 30 ...
Arihant handbook biology for class 11 .pdf
Arihant handbook biology for class 11 .pdf
Código Creativo y Arte de Software | Unidad 1
Código Creativo y Arte de Software | Unidad 1
The Most Excellent Way | 1 Corinthians 13
The Most Excellent Way | 1 Corinthians 13
Accessible design: Minimum effort, maximum impact
Accessible design: Minimum effort, maximum impact
Web & Social Media Analytics Previous Year Question Paper.pdf
Web & Social Media Analytics Previous Year Question Paper.pdf
Measures of Central Tendency: Mean, Median and Mode
Measures of Central Tendency: Mean, Median and Mode
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
INDIA QUIZ 2024 RLAC DELHI UNIVERSITY.pptx
Activity 01 - Artificial Culture (1).pdf
Activity 01 - Artificial Culture (1).pdf
Grant Readiness 101 TechSoup and Remy Consulting
Grant Readiness 101 TechSoup and Remy Consulting
social pharmacy d-pharm 1st year by Pragati K. Mahajan
social pharmacy d-pharm 1st year by Pragati K. Mahajan
Unit-IV- Pharma. Marketing Channels.pptx
Unit-IV- Pharma. Marketing Channels.pptx
Beyond the EU: DORA and NIS 2 Directive's Global Impact
Beyond the EU: DORA and NIS 2 Directive's Global Impact
Advance Mobile Application Development class 07
Advance Mobile Application Development class 07
Unit- 8. Performance Management and employee development
1.
Herman Aguinis, University
of Colorado at PERFORMANCE MANAGEMENT AND EMPLOYEE DEVELOPMENT Prof. Preeti Bhaskar Symbiosis Centre for Management Studies, NOIDA Prentice Hall, Inc. © 2006
2.
Herman Aguinis, University
of Colorado at Stakeholders 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 Prentice Hall, Inc. © 2006
3.
Herman Aguinis, University
of Colorado at Personal Developmental Plans • Specify actions necessary to improve performance • Highlight employee’s –Strengths –Areas in need of development Prentice Hall, Inc. © 2006
4.
Herman Aguinis, University
of Colorado at 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? Prentice Hall, Inc. © 2006
5.
Herman Aguinis, University
of Colorado at Personal Developmental Plans: Overview • Developmental Plan Objectives • Content of Developmental Plan • Developmental Activities Prentice Hall, Inc. © 2006
6.
Herman Aguinis, University
of Colorado at Overall Developmental Plan Objectives • Encourage: –Continuous learning –Performance improvement –Personal growth Prentice Hall, Inc. © 2006
7.
Herman Aguinis, University
of Colorado at Specific Developmental Plan Objectives • Improve performance in current job • Sustain performance in current job • Prepare employee for advancement • Enrich employee’s work experiencePrentice Hall, Inc. © 2006
8.
Herman Aguinis, University
of Colorado at Content 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 Prentice Hall, Inc. © 2006
9.
Herman Aguinis, University
of Colorado at Content 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 Prentice Hall, Inc. © 2006
10.
Herman Aguinis, University
of Colorado at Developmental Activities ‘On the job’ • On-the-job-training • Mentoring • Job rotation • Temporary assignments Prentice Hall, Inc. © 2006
11.
Herman Aguinis, University
of Colorado at Developmental Activities 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 Prentice Hall, Inc. © 2006
12.
Herman Aguinis, University
of Colorado at Direct Supervisor’s Role: • Explain what is necessary • Refer employee to appropriate developmental activities • Review & make suggestions regarding developmental objectives Prentice Hall, Inc. © 2006
13.
Herman Aguinis, University
of Colorado at Direct Supervisor’s Role (ongoing): • Check on employee’s progress • Provide motivational reinforcement Prentice Hall, Inc. © 2006
14.
Herman Aguinis, University
of Colorado at 360-degree Feedback Systems Tools to help employees • Improve performance by using • Performance information • Gathered from many sources – Superiors – Peers – Customers – Subordinates – The employee Prentice Hall, Inc. © 2006
15.
Herman Aguinis, University
of Colorado at 360-degree Feedback Systems • Anonymous feedback • Most useful when used – For DEVELOPMENT – NOT for administrative purposes • Internet used for collecting data Prentice Hall, Inc. © 2006
16.
Herman Aguinis, University
of Colorado at Prentice Hall, Inc. © 2006
17.
Herman Aguinis, University
of Colorado at Prentice Hall, Inc. © 2006
18.
Herman Aguinis, University
of Colorado at Prentice Hall, Inc. © 2006
19.
Herman Aguinis, University
of Colorado at Prentice Hall, Inc. © 2006
20.
Herman Aguinis, University
of Colorado at Necessary organizational norms include: • Cooperation • Openness and trust • Input and participation valued • Fairness Prentice Hall, Inc. © 2006
21.
Herman Aguinis, University
of Colorado at 360-degree Feedback Systems • Gathered from many sources – Superiors – Peers – Customers – Subordinates – The employee Prentice Hall, Inc. © 2006 •Anonymous feedback •Most useful when used •For DEVELOPMENT •NOT for administrative purposes •Internet used for collecting data
22.
Herman Aguinis, University
of Colorado at Advantages of 360-degree Feedback Systems • Decreased possibility of biases • Increased awareness of expectations • Increased commitment • Improved self-perception of performance • Improved performance • Increased employee control of their own careers Prentice Hall, Inc. © 2006
23.
Herman Aguinis, University
of Colorado at Risks 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.. Prentice Hall, Inc. © 2006
24.
Herman Aguinis, University
of Colorado at Process for conducting 360-degree Feedback Systems 1. All stakeholder (Superiors, Peers ,Customers, Subordinates,) do the rating. 2. Employee also rate themselves on various performance dimension. 3. Compare the self perception and information provided by others. 4. Gap Analysis is conducted to identify the difference between self perception and the perception of others Prentice Hall, Inc. © 2006
25.
Herman Aguinis, University
of Colorado at Role of technology in conducting 360- degree Performance Appraisal 1. Reduce Paper work 2. Easy collection of data & analysis of data Prentice Hall, Inc. © 2006 Outsource the work to consultancy company • Send E-Mail message with instruction and time frames for assessment to each employee rated. • Collection of data & analysis of data is done by consultancy company . • Send report to Managers and the employee who has been rated . • Development plans are created on the basis
26.
Herman Aguinis, University
of Colorado at Examples of vendor offering 360 degree feedback system • Panoraamic feedback • Halogen Software • Thee Booth Company • Development dimensions international • Mindsolve • IRI consultant to management Prentice Hall, Inc. © 2006
27.
Herman Aguinis, University
of Colorado at Characteristics 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 Prentice Hall, Inc. © 2006
Jetzt herunterladen