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MHR 3200 Dr. Larry Inks Department of Management and Human Resources Fisher College of Business The Ohio State University
Overview
Performance Management Overview
The Importance of Accountabilities Performance Evaluation Development Planning and Career Discussions Summary Thoughts
Rewards (Merit increase, etc.) Training and development (ongoing) Informal feedback (ongoing)
Setting Accountabilities
Performance Review
Developmental Review
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Accountabilities
Developmental Review Performance Review Rewards Systems (merit increases, etc.) Rating Errors
Setting Accountabilities
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(Priority 1)
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(Priority 2)
(Priority 3)
(Priority 4)
(Priority 5)
(Priority 6)
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Performance Evaluation
Forced distribution
Graphic rating scales Critical incidents Behaviorally anchored rating scales (BARS) Management By Objectives (MBO): most common Generic Results approaches: most common
Self-Assessment
Allows employees to: - Describe results (both successes and disappointments) for the year - Rate themselves against competencies or other key assessment traits - Summarize their performance - Give themselves an overall performance rating for the year Provides employees a say in their performance review Helps provide a more realistic perspective on performance May provide the Manager with information he/she wasnt aware of Generally leads to a more effective performance discussion
- What do you like about your current job? What do you not like about it?
- What are your shorter-term (i.e., 1-2 years out) career objectives? - What are your longer-term (i.e., 3-5 years out) career objectives? - What is/are your ultimate career objectives?
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Discussion Skills
Setting the Climate: A positive, non-threatening tone that describes the meetings purpose
Asking Questions: Keep them simple and to the point, and focused on the topic at hand Listening: Showing youre listening by paraphrasing and reflective listening Seeking Clarification: Asking questions that provide you necessary additional information Providing Your Opinion: Discuss where you and the individual agree vs. disagree (e.g., with regard to strengths and weaknesses, potential next moves, etc.) Discussing Career Actions: These can be developmental actions, and/or potential next movesbut avoid making explicit commitments.
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Review
Performance Management Overview
The Importance of Accountabilities Performance Evaluation Development Planning and Career Discussions Summary Thoughts
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