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    Personal Developmental Plans Direct Supervisor's Role 360-Degree Feedback Systems

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    Sultan Khan
    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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    Personal Developmental Plans Direct Supervisor's Role 360-Degree Feedback Systems

    Uploaded by

    Sultan Khan
    22 views27 pages
    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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    Chapter 8

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    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.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    22 views27 pages

    Personal Developmental Plans Direct Supervisor's Role 360-Degree Feedback Systems

    Uploaded by

    Sultan Khan
    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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    You are on page 1of 27

    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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