Q. Human Resource Development applications by Jon M Werner

Coaching and performance Management

Exercise: Design your own performance management system

Assume that you are part of a task force charged with making changes to your organization's performance management system. Your organization presently requires that supervisors conduct annual performance appraisals for all of their employees. A rating form is completed and signed by both the supervisor and employees after the appraisal interview had been completed. Unfortunately, there has been very little guidance given to supervisors concerning Explain how to conduct these interviews or concerning illustrate what should be done after they have been completed. There seems to be very little consistency across supervisors as to the extent to which they comprise goal setting, coaching and employee development issues in their appraisal interviews. Although the stated objectives for appraisal are that they should be linked to the organization's rewards system, there is no formal for doing this either. Your task: Consider the following topics: annual appraisal rating appraisal interviews, feedback, goal setting, coaching, linkages to employee development and linkage to organization rewards. Using as many of this element as you wish, design illustrate what you think would be an effective performance management system. If pressed to pick three topic or areas that you think are most important to do well. Which topic would you emphasize?