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  • Performance Management

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    maz aisya
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    Performance management involves evaluating employee performance using tools like 360 degree feedback and performance appraisals, which are criticized for being subjective. 360 degree feedback collects evaluations from an employee's subordinates, peers and managers to provide a more well-rounded view. While this technique provides broader perspectives, it also has drawbacks like increased workload and bias. Performance-related pay ties an employee's compensation to their performance evaluation, with the goal of improving motivation and firm performance. However, such reward systems have limitations like difficulties in objective measurement and unintended consequences that reduce performance.

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    Performance management involves evaluating employee performance using tools like 360 degree feedback and performance appraisals, which are criticized for being subjective. 360 degree feedback collects evaluations from an employee's subordinates, peers and managers to provide a more well-rounded view. While this technique provides broader perspectives, it also has drawbacks like increased workload and bias. Performance-related pay ties an employee's compensation to their performance evaluation, with the goal of improving motivation and firm performance. However, such reward systems have limitations like difficulties in objective measurement and unintended consequences that reduce performance.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
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    6 views1 page

    Performance Management

    Uploaded by

    maz aisya
    Performance management involves evaluating employee performance using tools like 360 degree feedback and performance appraisals, which are criticized for being subjective. 360 degree feedback collects evaluations from an employee's subordinates, peers and managers to provide a more well-rounded view. While this technique provides broader perspectives, it also has drawbacks like increased workload and bias. Performance-related pay ties an employee's compensation to their performance evaluation, with the goal of improving motivation and firm performance. However, such reward systems have limitations like difficulties in objective measurement and unintended consequences that reduce performance.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    of 1

    Performance Management

    Performance management effectiveness lessons from world leading firms.pdf


    Using the 360 multisource feedback model to evaluate teaching and
    professionalism.pdf

    The dilemma of performance appraisal.pdf


    Points to look out for:
    1. What is a performance management system, and why is it important?
    2. Define 'performance appraisal'. Outline the criticisms of appraisal.
    3. Define and explain 360 degree performance assessment. What are the arguments for and
    against using such technique?
    Reward Management

    Perf-related pay and firm performance.pdf

    Perf-related pay and work motivation.pdf

    Perf-related pay in the public sector.pdf

    Perf-related pay and performance of doctors.pdf


    Points to look out for:
    1. What is performance-related pay?
    2. Discuss reasons for tying pay to performance.
    2. Discuss the limitations of using such reward system.

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