The top Business and Leadership books of last year picked by site Book Review This item:Performance Management (3rd Edition) by Herman Aguinis. Performance Management, fourth edition on wm-greece.info a subscription that delivers editorially hand-picked children's books every 1, 2, Herman Aguinis. Where those designations appear in this book, and the publisher was aware of a trademark Performance management / Herman Aguinis.
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NEW IN ! Aguinis, H. (). Performance management (4th edition). Chicago, IL: Chicago Business Press. PM3. Aguinis, H. (). Performance. Performance Management book. Read 7 reviews from the world's largest community for readers. For performance appraisal courses Aguinis focuses on. Performance Management, 3rd Edition. Herman Aguinis, Indiana University. © |Pearson | Available. Share this page . Previous editions. book cover.
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A good textbook compared to others I have read. It was easy to read although it did contain a ton of detail. Most of what it contained was review for me as the topics covered were something my Health Services Management II teacher discussed with us last semester. So there were a few chapters that I just skimmed instead of reading completely.
All of the information was pertinent to any type of career field one might choose. It really brought up interesting discussions in my class and allowed us t A good textbook compared to others I have read. It really brought up interesting discussions in my class and allowed us to apply them to various majors.
Even those not taking a performance management class would benefit from reading this book. The one area that I think will stay with me all the time is about what is considered legal and illegal in regards to employment and when conducting performance appraisals.
The topics covered were things that the everyday person experiences but doesn't realize that an employer is actually doing something illegal; such as age discrimination. Feb 27, Yash Keshari rated it it was amazing. Mar 12, Mohammad Khorshed rated it really liked it. One of the best in this area of study. Easy to read, a bit too repetitive for my taste, with relatively short chapters to make it easy to finish each week's reading assignment.
Raden Nicky rated it it was amazing Feb 21, Walid Essam rated it it was amazing Feb 04, Take some time to chat about areas that need improvement and set a few developmental goals for the term.
Ask the employee how they think they can do better, and provide them with an opportunity to discuss growth. Now take a step back and observe how the plan takes shape, helping out as necessary and maintaining regular communication.
Give ongoing feedback: Rather than waiting until the review period is over, be sure to give feedback and coaching on a regular basis. This ensures the employee develops and helps them reach their objectives. Give advice or constructive criticism as needed. Reinforce: Likewise, make sure he maintains good performance by making it clear it is being noticed.
This is especially crucial when an employee exceeds their performance standards or expectations. Be sure to update them on any such changes immediately. Provide them with all they resources they need to facilitate goal-setting or to maintain their performance during the shift. Observe and collect performance info: Keep track of examples of good and bad performance on a daily basis.
Should you assess results or behaviors? As we explained earlier, for some positions it may be appropriate to evaluate results, for others behaviors, and for some, both. To help you figure out what to assess for what employee, consider this: Assess results if: Effort will always lead to results; results show consistent improvement over time; or if there are several different ways to do the job right and get good results.
How to assess behaviors : While assessing results is pretty straightforward, you may be wondering how on earth to assess behaviors? Another option is to do a behavior checklist. Here you will be able to check off whether the employee showed each behavior never, sometimes, often, or always. There are many great options your team can choose to evaluate behaviors.
Appraisal forms: A valuable way to assess performance is to fill out a template or complete an appraisal form. Self-appraisals : Let the employee do a self-appraisal as well, or give them a chance to explain how they think they did.
Self-ratings pinpoint discrepancies between how a team member views themselves, versus how others view them.
Coens and Jenkins is a good example of the call for the abolishment of appraisals. Aguinis, Herman. Performance Management.
Although it is academically oriented, the book includes many examples of instruments and tools to help design an effective system and is meant for anyone interested in the subject.
Bernardin, H. John, and Richard W. Kent Human Resource Management Series. Boston: Kent, And although it is somewhat out of date, it is an excellent source for both scholars and practitioners.
Coens, Tom, and Mary Jenkins. San Francisco: Berrett-Koehler, Raises good points about problems with appraisal but proposes alternatives that are as problematic. DeNisi, Angelo S.