Tweet The US version of The Office, is one of those iconic television shows that continues to captivate fans. It tells the endearing narrative of a small team of workers employed at paper company, Dunder-Mifflin. The characters and storylines are a little far-fetched, but one coworker almost always gets the short-end of the stick.
The compensation boost and the dreaded annual performance appraisal meeting suggest that a number of performance management strengths and weaknesses exist. Communication and Expectations A well-developed performance management system forces employers to communicate their expectations to employees.
Providing job applicants and prospective employees with job descriptions and specifications are part of the first stage of communicating what the company expects.
This signals the employer has given thought to the qualifications it expects employees to contribute.
Without a clear understanding of the intent of a job description, employees may believe the job description is an all-inclusive list of duties and responsibilities. Employees who follow job descriptions to the letter may find themselves struggling with lack of career mobility. Job descriptions can be both the strength and weakness of a performance management system if they are inflexible and especially if they discourage employee initiative.
Performance Standards Performance standards are one of the strengths of any performance management system because they set specific guidelines for employees. A performance standard for data entry personnel, for instance, might be to maintain 80 percent accuracy for at least three quarters out of four.
Video of the Day Brought to you by Techwalla Brought to you by Techwalla Leadership Training Employers that provide leadership training to supervisors and managers responsible for conducting performance appraisals improve the effectiveness of their performance management systems.
Employers strengthen their leadership training by including learning objectives concerning the philosophy of performance management. Employee Self Assessment Self evaluations within a performance management system are both strengths and weaknesses.
Employees capable of looking at their performance in an objective manner using their job descriptions, personal records of achievement and their performance throughout the review period, obviously understand the importance of being earnest in their self assessment.Strategic human resources management (SHRM) is the comprehensive set of mana-gerial activities and tasks related to developing and maintaining a qualified workforce.
Line managers are involved in the human resources planning process. A comparison of strengths and weaknesses, opportunities, and threats for strategy formulation.(p) Corporate Strategy Includes the markets in which it will compete, against whom, and how.
9 CRITICAL REASONS TO AUTOMATE PERFORMANCE MANAGEMENT.
9 CRITICAL REASONS TO AUTOMATE PERFORMANCE MANAGEMENT Reaping the Benefits of Performance Management Automation Automatically route forms to managers and HR, saving hundreds of hours in administrative time • Online access.
Provide employees and managers with instant web-based access. VA's Human Resources Steering Committee provides a forum to link strategic changes in human resources to the department's strategic plan. Recommendation: The Secretary of Veterans Affairs should develop an ongoing, comprehensive human resource planning process as a .
71) HR scorecards present managers with desktop graphs and charts of how a firm's HR strategies compare to those of other firms in the same industry. f 72) Employees' skills and commitment create a competitive advantage in service industries, but technology is the primary key to a competitive advantage in manufacturing industries.
Learn how to recognize and avoid 10 of the most common mistakes made by leaders and managers. 10 Common Leadership and Management Mistakes.
By the Mind Tools Content Team. By the Mind Tools Content Team × The Mind Tools Content Team. James Manktelow. Keith Jackson.