tailieunhanh - Lecture Performance management: Session 26 - Osman Bin Saif

In this chapter, the following content will be discussed: Discuss what integration of the global economy means for individual companies and their managers, describe how the world economy is becoming more integrated than ever before, define the strategies organizations use to compete in the global marketplace,. | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWENTY SIX 1 Summary of Previous Lecture Development Activities Ways of achieving objectives of developmental plans Direct Supervisors Role 360 Degree Feedback System 2 Agenda for Today’s Lecture 360 Degree Feedback System Internet- based 360-degree systems Check Point – 360-degree System Case Analysis 3 360 Degree Feedback System The 360 degree feedback system has become a preferred tool for helping employees, particularly those in supervisory roles, improve performance by gathering information on their performance from different groups. These systems are called 360 degree systems because information is gathered from individuals all around the employee. 4 360 Degree Feedback System (Contd.) Specifically, information on what performance dimensions could be improved is gathered from supervisors, peers, customers, and subordinates. This information is usually collected anonymously to minimize rating inflation. 5 360 Degree Feedback | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWENTY SIX 1 Summary of Previous Lecture Development Activities Ways of achieving objectives of developmental plans Direct Supervisors Role 360 Degree Feedback System 2 Agenda for Today’s Lecture 360 Degree Feedback System Internet- based 360-degree systems Check Point – 360-degree System Case Analysis 3 360 Degree Feedback System The 360 degree feedback system has become a preferred tool for helping employees, particularly those in supervisory roles, improve performance by gathering information on their performance from different groups. These systems are called 360 degree systems because information is gathered from individuals all around the employee. 4 360 Degree Feedback System (Contd.) Specifically, information on what performance dimensions could be improved is gathered from supervisors, peers, customers, and subordinates. This information is usually collected anonymously to minimize rating inflation. 5 360 Degree Feedback System (Contd.) Employees also rate themselves on the various performance dimensions and compare self perceptions with the information provided by others. A gap analysis is conducted to examine the areas for which there are large discrepancies between self perception and the perception of others. 6 360 Degree Feedback System (Contd.) A 360 degree feedback system reports usually includes information on dimensions for which there is agreement that further development is needed. This information is used to create a developmental plan as described earlier. 7 8 360 Degree Feedback System (Contd.) The 360 degree feedback system is most helpful when it is used for developmental purposes only and not for administrative purposes. This is because people are more likely to be honest if they know the information will be used to help the individual improve and not to punish or to reward him or her. 9 360 Degree Feedback System (Contd.) The 360 degree feedback system is usually implemented for .

• Quản trị kinh doanh
• Performance management
• Lecture Performance management
• Comparative Systems
• Performance management system
• Individual performance
• Organizational performance