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Employee Development and Feedback Systems

This document provides an overview of performance management and employee development. It discusses personal developmental plans which specify actions for improving performance and highlight strengths and areas for development. The direct supervisor's role is to explain development needs, refer employees to activities, review objectives, and check progress. 360-degree feedback systems gather performance information from superiors, peers, customers, subordinates and the employee themselves to help improve performance. They are most useful for development purposes when anonymity is maintained.

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Sultan Khan
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13 views27 pages

Employee Development and Feedback Systems

This document provides an overview of performance management and employee development. It discusses personal developmental plans which specify actions for improving performance and highlight strengths and areas for development. The direct supervisor's role is to explain development needs, refer employees to activities, review objectives, and check progress. 360-degree feedback systems gather performance information from superiors, peers, customers, subordinates and the employee themselves to help improve performance. They are most useful for development purposes when anonymity is maintained.

Uploaded by

Sultan Khan
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Performance Management and Employee Development: Overview

Personal Developmental Plans Direct Supervisors Role 360-degree Feedback Systems

Stakeholders in the Development Process

Employees
Help plan their own development Improve their own performance

Managers
Help guide the process of development Support success of process

Personal Developmental Plans

Specify actions necessary to improve performance Highlight employees


Strengths Areas in need of development

Personal Developmental Plans answer:


How can I continuously learn and grow in the next year? How can I do better in the future? How can I avoid performance problems of the past?

Personal Developmental Plans: Overview

Developmental Plan Objectives Content of Developmental Plan Developmental Activities

Overall Developmental Plan Objectives

Encourage:
Continuous learning Performance improvement Personal growth

Specific Developmental Plan Objectives

Improve performance in current job Sustain performance in current job Prepare employee for advancement Enrich employees work experience

Content of Developmental Plan


1.

Developmental objectives
New skills or knowledge Timeline

2.

How the new skills or knowledge will be acquired


Resources Strategies

Content of Developmental Plan


3.

4.

Standards and measures used to assess achievement of objectives Based on needs of organization and employee

Content of Developmental Plan


5.

6.

(continued) Chosen by employee and direct supervisor Taking into account


Employees learning preferences Developmental objective in question Organizations available resources

Developmental Activities On the job

On-the-job-training Mentoring Job rotation Temporary assignments

Developmental Activities In addition to on the job

Courses Self-guided reading Getting a degree Attending a conference Membership or leadership role
in professional or trade organization

Direct Supervisors Role:


Explain what is necessary Refer employee to appropriate developmental activities Review & make suggestions regarding developmental objectives

Direct Supervisors Role (ongoing):

Check on employees progress Provide motivational reinforcement

Tools to help employees improve performance by using performance information gathered from many sources
Superiors Peers Customers Subordinates The employee

360-degree Feedback Systems

360-degree Feedback Systems


Anonymous feedback Most useful when used


For DEVELOPMENT NOT for administrative purposes

Internet used for collecting data

Necessary organizational norms include:


Cooperation Openness and trust Input and participation valued Fairness

Overview of 360-degree Feedback Systems

Advantages of 360-degree Feedback Systems Risks of 360-degree Feedback Systems Characteristics of a Good 360degree Feedback System

Advantages of 360-degree Feedback Systems


Decreased possibility of biases Increased awareness of expectations Increased commitment to improve Improved self-perception of performance Improved performance Reduction of undiscussables Increased employee control of their own careers

Risks of 360-degree Feedback Systems

Unconstructive negative feedback hurts. Are individuals comfortable with the system? (User acceptance is crucial.) If few raters, anonymity is compromised. Raters may become overloaded. Stock values may drop.

Characteristics of a Good 360-degree Feedback System


Anonymity Observation of employee performance Avoidance of survey fatigue Raters are trained

Characteristics of a Good 360-degree Feedback System

Used for developmental purposes only Emphasis on behaviors Raters go beyond ratings Feedback interpretation Follow-up

Quick Review
Personal Developmental Plans Direct Supervisors Role 360-degree Feedback Systems

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