Performance Management
Take
Nestlé as an Example
Rongguang
Guan (100067025)
Xiaohong
Zheng
(100059962)
Handong
Liu (100042232)
Yan Tan (100067529)
Siyi
Lu (100043000)
Yile
Li (100063452)
Performance Management
is a method used to measure and improve the effectiveness of people in the workplace.
Main Objectives:
To learn the basic concepts of Performance Management
To understand the purpose behind performance appraisals
To gain knowledge of the performance management tool
To gain an understanding of the feedback process
Luecke
, Richard & Hall, Brain J & Harvard Business School
Performance management: measure and improve the effectiveness of your employees
. Harvard Business School Press, Boston, mass, 2006.
Introduction
Definition:
A total approach to managing people and performance. Involving setting performance aims and expectations for the organization, departments and individuals employees
.
The SMART
approach:
Specific
Measurable
Achievable
Result-oriented
Time related
Nestle (2012), nestle ‘good food, good life’. Retrieved September from
Performance Planning
Performance
Improvement Plan for Nestlé:
Collate
the
information
Discuss
with
team members
M
onitoring
Performance D
evelop
ment
Contents:
1.
S
cheduled Task
2. Find Problems
3. Solve Problems
Implementation of
Performance Plan
How can
Nestlé implement Performance Plan effectively?
DSS
: Decision Supporting System
OLAP: On-Line
Analysis
Processing
SPSS: Statistical Product and Service Solutions ERP: Enterprise Resource Planning
Taylor
, Andrew; Taylor, Margaret. Modern Performance Management.
Sep2011,
Vol. 51 Issue 18, p56-59.
Ongoing Communication
A reasonable and valuable performance
plan is
achieved through
deep discussion and communication.
Advantages
of Ongoing
Communication
Timely Adjust Performance Plan
Provide Help for Employees Timely
Make Employees Energetic
Enhance Trust Between Manager and
Staff
http
://
Key Points
Definition:
A
performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organizational objectives
.
Manasa
, K. & Reddy, N. (2009). Role of Training in Improving Performance. The IUP Journal of Soft Skills, 3, 72-80.
Performance Appraisal
Contents
Performance Appraisal
Morality
Ability
D
iligence
Achievement
For
Nestlé:
Performance Appraisal
Employee Appraisal
Performance Review
Development Discussion
Measures for Improving
Performance
Appraisal:
Training
Providing Feedback to Raters
Subordinate Participation
Schultz
& Schultz, Duane (2010). Psychology and work today. New York: Prentice Hall. p. 153. ISBN 0-205-68358-4.
360
Degree Feedback
:
A
feedback that comes from members of an employee's immediate work circle.
It
includes direct feedback from an employee's subordinates, peers, and managers, customs as well as a self-evaluation
.
Performance Feedback
Training
:
Core Skill Development Strategies
Learning
and
Development Intranet
Rewarding:
Salary
linked
to performance
annual
bonus
Flexibility
to select the options
Some managers dislike giving performance evaluations to their employees
Feedback does not uniformly improve performance
A
critical, objective review of performance feedback.
Balcazar
,
Fabricio
E.; Hopkins, Bill L.; Suarez, Yolanda
Journal of Organizational Behavior Management,
Vol
7(3-4), 1985-1986, 65-89. doi:
Critiques
If a manger is trained incorrectly, the likelihood of rater bias increases
Critiques
http
://
/
Conclusion
Q
&
A
