PERFORMANCE MANAGEMENT

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PERFORMANCE MANAGEMENT by Mind Map: PERFORMANCE MANAGEMENT

1. Definition of PM

1.1. Continuous process

1.1.1. Identifyng

1.1.2. Measuring

1.1.3. Developing

1.2. Aligning

1.2.1. Strategy goal

1.2.2. Organization contribution

2. PM Contribution

2.1. Employees

2.1.1. The definition of job and success are clarified

2.1.2. Motivation to perform is increase

2.1.3. More competent

2.1.4. Misconduct is minimized

2.1.5. Self-esteem is increase

2.2. Managers

2.2.1. Gain insight about subordinates

2.2.2. Self-insight, development => enhanced

2.2.3. Better & more timely differentiation btw good/ poor performers

2.2.4. Administrative actions are more fair and appropriate

2.2.5. More clearly abt supervisors's views of performance

2.3. Organization/ HR funtions

2.3.1. Better protection from lawsuit

2.3.2. Organizational goals are clear

2.3.3. Organizational change is facilitated

2.3.4. Motivation, commitment, intention are enhanced

2.3.5. Voice behavior is encourage

2.3.6. Employees engagement is enhanced

3. Disadvantages of PM systems

3.1. Employees

3.1.1. Use of misleading info.

3.1.2. Lowered self-esteem

3.1.3. Damaged relationship

3.1.4. Employee burnout & job dissatisfation

3.2. Managers

3.2.1. Increase turnover

3.2.2. Decreased motivation to perform

3.2.3. Unjustified demands on manager's & employees' resourse

3.2.4. varying and unfair standard and rating

3.3. Organization/ HR functions

3.3.1. Waste time & money

3.3.2. Increased risk of litigation

3.3.3. emerging biases

3.3.4. unclear rating system

4. Definition of REWARD SYSTEMS

4.1. Definition of reward systems

4.2. Tangible returns

4.2.1. Base pay

4.2.2. Cost-of-living adjustment & contigent pay

4.2.3. Short-term incentives

4.2.4. Long-terms incentives

4.3. Benefit

4.3.1. Income protection

4.3.2. Work/life focus

4.3.3. Allowances

4.4. Intangible returns

4.4.1. Relational return

4.5. Degree of dependency