Literature Review On Performance Management System

This CQ Dossier focuses on effective performance feedback and how to give performance feedback to employees that improves individual and organizational effectiveness.

This CQ Dossier focuses on effective performance feedback and how to give performance feedback to employees that improves individual and organizational effectiveness.

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The consensus on rater training is that it is best to train raters in best practices rather than focuses on what not to do or how to avoid errors such as rater bias. Integrating motivational, social, and contextual work design features: A meta-analytic summary and theoretical extension of the work design literature.

The best way in which to provide training is in establishing concepts on what represents effective vs. It is also important to train raters on which behaviors and competencies constitute performance.

However, De Nisi and Murphy (2017) point out that many of these models need to be more thoroughly tested to assess their effectiveness.

One of the other features of effective performance feedback is in understanding the context in which feedback is provided (De Nisi & Murphy, 2017). Participation in the performance appraisal process and employee reactions: A meta-analytic review of field investigations.

One of the best ways in which to link individual and firm performance is through acknowledgment that performance appraisal, as a human resource practice, is a component of a parcel of activities that align staffing, performance feedback, and compensation with the strategic goals of the firm (De Nisi & Murphy, 2017).

In this way performance feedback would be viewed as a broader set of human resource activities.

Much of the research on performance feedback has considered particular aspects of the process, including cognitive processes, scales and training, without considering the situation in which the appraisal takes place.

Research in organizational psychology informs us that the climate and culture within the firm shapes the beliefs concerning talent and this can impact the appraisal system (De Nisi & Murphy, 2017).

The feedback needs to be clear, specific and detailed so that employees gain information on their strengths and weaknesses.

This knowledge allows employees to gain better knowledge of their job duties and consider how to improve and refine their performance (Humphrey et al., 2007).