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Establishing Performance Standards Communicating Performance Standards employees Measuring Actual Performance Comparing Actual Performance with Standards Discussing appraisal with the employees Taking Corrective Action

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Characteristics of the behaviours
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Evaluative Multidimensional

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Determinants of performance
Declarative knowledge Facts Principles Goals Procedural knowledge Cognitive skill Psychomotor skill Physical skill Interpersonal skill Motivation Choice to perform Level of effort Persistence of effort

Performance = Declarative knowledge X Procedural knowledge X Motivation

Factors influence determinants of performance
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Abilities & previous experience HR Practices Work environment

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Performance Dimensions / Types of behaviours
Task Performance Activities that transform raw materials into goods and services. Planning, coordination, supervising or staff functions. Contextual Performance Enthusiasm , being punctual

Volunteering to carry out activities. Helping and cooperating with others Following rules and procedures.

Approaches to measuring performance
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Trait approach
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Ignores situations, behaviours & results. Includes abilities (which are not trainable) Personality

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Behaviour Approach
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Emphasizes what employee do on the job. Process ± oriented.

Behaviour approach is appropriate when:
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The link between behaviours and results is not obvious. Outcomes occur in the distant future. Poor results are due to causes beyond the performer¶s control.

Approaches to measuring performance
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Results approach Emphasizes the outcomes & results. ` Focus on what is produced. Appropriate under: ` Workers are skilled in the needed behaviour. ` Behaviours & results are obviously related. ` Results show consistent improvement over time. ` There are many ways to do the job right.
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