MGT-4 Human Resource Management Feb. 6, 2014Mr. Marc David . !c"acoso, M#! $ui% &2'. Mu(ti)(e "oice1.*er+ormance )(anning and eva(uation s,stems see- to tie t"e +orma( )er+ormance a))raisa( )rocess to t"e com)an,.s!/ organi%ationa( structure. #/ sta-e"o(ders. needs. / goa(s. D/ si%e. 2.T"e )rocess t"roug" 0"ic" an organi%ation gets in+ormation on "o0 0e(( an em)(o,ee is doing "is or "er 1ob is ca((ed!/ )er+ormance a))raisa(. #/ )er+ormance management. / )er+ormance +eedbac-. D/ abi(it, ana(,sis. 2.3"ic" o+ t"e +o((o0ing is not a )ur)ose o+ )er+ormance management s,stems4 !/ !dministrative #/ Deve(o)menta( / 'nvestigative D/ 5trategic 4. 3"ic" o+ t"e +o((o0ing is not a recommendation +or deve(o)ing an e++ective )er+ormancemanagement s,stem4!/ mirror t"e cor)orate cu(ture and va(ues #/ di++erentiate )er+ormance sub1ective(, and e++ective(,/ ad1ust t"e s,stem as re6uiredD/ communicate t"e tota( re0ards s,stem 7.888888 em)"asi%es t"e need +or t"e )er+ormance management s,stem to guide em)(o,ees in contributing to t"e organi%ation.s success. !/ 5)eci+icit, #/ Re(iabi(it, / 9a(idit, D/ 5trategic congruence 6. 3"at )er+ormance management eva(uation criterion is concerned 0it" ma:imi%ing t"e over(a) bet0een actua( 1ob )er+ormance and t"e measure o+ 1ob )er+ormance4 !/ Re(iabi(it, #/ !cce)tabi(it, / 5)eci+icit, D/ 9a(idit, ;.! )er+ormance management s,stem t"at eva(uates irre(evant as)ects o+ )er+ormance or as)ects t"at are not 1ob re(ated is !/ unre(iab(e. #/ de+icient. / contaminated. D/ inconsistent. and on(, t"e re(evant>as)ects o+ )er+ormance #/ !cce)tabi(it, is a++ected b, t"e e:tent to 0"ic" em)(o,ees be(ieve t"e )er+ormance management s,stem is +air / T"e t"ree categories o+ )erceived +airness inc(ude )rocedura( +airness, inter)ersona( +airness, and outcome +airness D/ Researc" suggests t"at )er+ormance management s,stems t"at are )erceived as un+airare (i-e(, to be (ega((, c"a((enged, used incorrect(,, and decrease em)(o,ee motivation to im)rove 10. T"e e:tent to 0"ic" t"e )er+ormance measure gives guidance to em)(o,ees about 0"at is e:)ected o+ t"em is ca((ed !/ re(iabi(it,. #/ va(idit,. / s)eci+icit,. D/ acce)tabi(it,. 11. 3"ic" o+ t"e +o((o0ing is not an a))roac" to measuring )er+ormance4 !/ om)arative a))roac" #/ !ttribute a))roac" / onse6uentia( a))roac" D/ #e"avior a))roac" 12. 888888 ran-ing consists o+ a manager (oo-ing at a (ist o+ em)(o,ees, deciding 0"o is t"e best em)(o,ee, and crossing t"at )erson.s name o++ t"e (ist.From t"e remaining names, t"e manager decides 0"o t"e 0orst em)(o,ee is and crosses t"at name o++ t"e (ist>and so +ort". !/ 5im)(e #/ !(ternation / Reverse D/ Forced 12. T"e tec"ni6ue t"at ran-s em)(o,ees into )redetermined categories or grou)s according to)er+ormance is ca((ed !/ +orced distribution. #/ "ig" (o0 ran-ing s,stem. / )aired com)arison. D/ strict. 14. T"e 888888 met"od re6uires managers to com)are ever, em)(o,ee 0it" ever, ot"er em)(o,ee in t"e 0or- grou), giving an em)(o,ee a score o+ 1 ever, time "e or s"e is considered t"e "ig" )er+ormer. !/ )artner measurement #/ mi:ed-standard sca(es / +orced distribution D/ )aired com)arison 17. T"e a))roac" to measure and manage )er+ormance t"at +ocuses on t"e e:tent to 0"ic" individua(s )ossess desirab(e c"aracteristics is ca((ed t"e !/ attribute a))roac". #/ (eaders"i) a))roac". / )ersona(it, a))roac". D/ )er+ormance a))roac". 16. 3"ic" attribute a))roac" to )er+ormance management is t"e most +re6uent(, used4!/ #e"aviora((, anc"ored rating sca(e #/ Mi:ed standard sca(es / #e"avior observation sca(es D/ Gra)"ic rating sca(es1;. '+ a manager considers one em)(o,ee at a time and circ(es a number or a 0ord to signi+, t"e degree to 0"ic" t"at em)(o,ee demonstrates a )articu(ar trait, "e or s"e is using a !/ critica( incidents a))roac". #/ mi:ed standard sca(e. / be"avior observation sca(e. D/ gra)"ic rating sca(e. 1