Performance Management: Chapter 7 in Human Resource Management

Abstract

To review employee performance with a view to learning from experience.* To agree key objectives and explore ideas for the improvement of results achieved.* To assist job holders in analysing their own strengths and development needs.* To assist the employee in the identification of training needs and other remedial initiatives and in the assessment and advancement of their potential and career development prospects via the provision of appropriate supports including education, coaching, mentoring, counselling, performance improvement plans etc. * To secure feedback on how effectively the job holder has been managed or supervised.* To ensure that the job holder is fully aware of how management view his\her performance and contribution.* To assist with decisions relating to pay increases or new salary levels.* To maintain equity in the evaluation and treatment of staff, via usage of a standard performance review and a related appeals system.* To address the problem of sub-standard employee performance, and to assist with decisions in regard to staff retention.Ultimately this may support the organisation's defence against allegations of unfair dismissal or illegal discrimination.* To maintain an updated set of personnel records for such purposes as the familiarisation of new managers with the objectives, past performance, special problems or ambitions of 'inherited' staff; the validation of selection techniques and employee retention decisions.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 3 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.