Performance Management: Key Strategies and Practical Guidelines

Product Description

Managing staff performance is an effective mechanism for developing both staff and organizational growth. By clarifying an organization's objectives, translating these into clear individual goals, and reviewing these goals regularly, performance management provides a well-structured and effective management tool.

Product Details

* Amazon Sales Rank: #677078 in Books
* Published on: 2006-03-28
* Format: Illustrated
* Original language: English
* Number of items: 1
* Binding: Paperback
* 192 pages

Editorial Reviews

Review
"If you come from the school of thought that believes appraisals should be swapped for something a little more holistic, then Armstrong will give you much food for thought... There's enough here to keep the most pernickety HR manager happy." Management Today "The timing of this book is perfect, as the shift from appraisal schemes to performance management is hitting its stride." Personnel Today "It should be required reading for all line managers who propose that performance management is solely the job of the HR department, and for all those HR 'dinosaurs' who say the same." Training Journal

About the Author
Michael Armstrong is a former Chief Examiner of the UK's Chartered Institute of Personnel and Development, a joint managing partner of e-reward and an independent management consultant. He has sold over 500,000 books on the subject of HRM including A Handbook of Human Resource Management Practice.
Customer Reviews

Palatable alternative to yearly performance approvals4
If you've ever worked for a large corporation, you can probably recall feeling apprehensive as you walked into your boss's office for your annual review. You can probably also identify with your employees' fears that they might leave your office after a review feeling disappointed and bewildered, their raises up in smoke and their confidence shaken. Thus you and your staff may think of employee evaluations as a necessary evil. Author Michael Armstrong suggests a more palatable alternative. Instead of traditional, yearly performance appraisals, Armstrong advocates performance management, a user-friendly system that emphasizes collaboration between manager and employee. If you plan and execute it properly, performance management can help you monitor and encourage employee development over the long term, and avoid the unpleasant, confrontational experience of an annual evaluation. Armstrong has a tendency to repeat himself, but that really doesn't detract from the wealth of practical advice he offers. He uses charts, subheadings and bullet points to make his ideas clear. We believe that if you're a human resource executive, a manager or an employee who would rather undergo a root canal than another yearly performance appraisal, this is the book for you.