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Inputs and outputs in a performance management system flowchart

The document outlines the inputs and outputs of a performance management system, emphasizing the importance of organizational goals, employee feedback, and performance data. It also details key training areas for managers to conduct unbiased performance appraisals, including understanding bias, defining performance criteria, providing feedback, conducting evaluations, and avoiding legal pitfalls. Comprehensive training in these areas is essential for effective performance management and employee development.

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contactmaz
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7 views

Inputs and outputs in a performance management system flowchart

The document outlines the inputs and outputs of a performance management system, emphasizing the importance of organizational goals, employee feedback, and performance data. It also details key training areas for managers to conduct unbiased performance appraisals, including understanding bias, defining performance criteria, providing feedback, conducting evaluations, and avoiding legal pitfalls. Comprehensive training in these areas is essential for effective performance management and employee development.

Uploaded by

contactmaz
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Inputs and outputs in a performance management system flowchart:

Inputs:
- Organizational goals and objectives
- Job descriptions and performance expectations
- Employee feedback and self-evaluations
- Performance data and metrics
- Training and development plans

Outputs:
- Individual performance goals and plans
- Performance monitoring and feedback
- Performance evaluations and ratings
- Performance improvement plans
- Rewards and recognition programs
- Organizational insights and data on employee performance and engagement

Regarding training for managers to perform an unbiased performance appraisal, some key
areas to cover include:

1. Understanding bias: Training managers on the different types of bias that can impact
performance appraisals, including cognitive biases and social biases. This training should
help managers recognize their own biases and learn how to mitigate them in the appraisal
process.

2. Defining performance criteria: Providing managers with clear guidelines on how to define
and measure performance criteria. This training should help managers establish objective
and measurable performance standards that are aligned with organizational goals and
objectives.

3. Providing feedback: Teaching managers how to provide constructive feedback to


employees that is based on objective performance data. This training should help managers
develop their communication skills and learn how to deliver feedback in a way that is
supportive and effective.

4. Conducting effective performance evaluations: Providing managers with the tools and
techniques they need to conduct effective performance evaluations. This training should
cover topics such as setting the right tone, preparing for the evaluation, asking open-ended
questions, and creating actionable performance improvement plans.

5. Avoiding legal pitfalls: Educating managers on the legal and regulatory considerations
involved in performance appraisals, including issues related to discrimination, harassment,
and retaliation. This training should help managers understand their legal obligations and
how to avoid potential legal risks.
By providing comprehensive training on these key areas, organizations can help ensure that
managers are equipped to perform unbiased and effective performance appraisals that
support employee development and drive better business outcomes.

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