Performance Management
...position. Specifically you are to create the following:
1. A list of 5-10 performance standards
2. The type of performance assessment technique(s) you will employ and why
3. The controls you have employed to eliminate or reduce errors or bias in assessment
4. Who will perform the assessment and why
5. How the organization should use the assessment results
I chose to use the previous job description from unit one and two which was a human resource manager.
Performance standards are the key to determining success or failure of training programs or performance improvement efforts. They are a measuring stick which performance can be measured. Performance standards that are realistic and valid have a good chance of being successful.
In order to validate performance standards, performance itself needs to be defined. Most managers define performance as what people do, for example most managers equate behavior and performance as the same thing. It is important to separate behaviors from performance. For example if someone is consistently punctual, has a good attitude while at work does not mean that they are producing an appropriate amount of work and vice versa an employee may be unsociable and may have poor communication skills does not mean that they are not performing their job well.
It is important to design performance standards that are not behavior driven, and are related to the job function and are quantifiable, and they should let the employee know what is expected of them.
(Nickols 2000)
A list of 5-10 performance standards:
1. Human resources managers must speak and write effectively, and must be able to communicate with diverse workforces that have various cultural backgrounds, have different levels of education and experience.
2. They must be able to cope with conflicting points of view, function under...
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