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

Content of Developmental Plan
(continued)
5. Chosen by employee and direct
supervisor
6. 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

360-degree Feedback Systems
Tools to help employees
improve performance by
using performance
information gathered from
many sources
Superiors
Peers
Customers
Subordinates
The employee
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 360-
degree 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
Personal Developmental
Plans
Direct Supervisors Role
360-degree Feedback
Systems

Quick Review