eadable, plain language on the entire performance management process. Practical and also addresses criticisms of performance management by "systems" people and quality people. Focus on people, communication, appraisal methods, and debunks a number of myths about rankings, ratings, objectivity in appraisals.

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Product Description

You can achieve performance levels once thought unattainableÐbut only when managers and workers establish clear lines of communication, and understand how their jobs contribute to the goals of both themselves and the organization. Performance Management is the comprehensive guidebook on how to establish a communication system to get top performance and value from each employee. It will show you how to conduct goals-focused performance planning meetings and performance appraisals and foster a true commitment to success within each employee. A meaningful tool for stimulating workplace cooperation, Performance Management will benefit the employee, the manager, and the organization itself.

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Product Details

• Amazon Sales Rank: #44430 in Books
• Published on: 1998-11-30
• Number of items: 1
• Binding: Paperback
• 160 pages

Book Info
The comprehensive source on how to get top performance & value from each employee, in a workplace climate designed to stimulate greater productivity from both managers & employees. Paper. DLC: Performance management.

From the Back Cover

Proven strategies to sharpen your employees' performance and commitment.

Employee performance is a measurable asset­­one that can be managed and maximized like any other asset. Performance Management is the comprehensive guidebook on how to establish a communication system to get top performance and value from each employee, in a workplace climate designed to stimulate greater productivity from both managers and employees.

Much more than just a guidebook on post-performance evaluation, Performance Management will show you how to:

• Conduct goals-focused performance planning meetings, then follow them up with performance appraisals based on unambiguous data
• Foster a true commitment to success within each employee­­instead of just compliance with rules they distrust and don't understand
• Establish programs for managers and employees to work together and build upon existing positive performance

You can achieve performance levels once thought unattainable­­but only when managers and workers establish clear lines of communication, and understand how their jobs contribute to both their own goals and the goals of the organization. Performance Management provides a meaningful tool for stimulating workplace cooperation to benefit the employee, the manager, and the organization itself.

Briefcase Books, written specifically for today's busy manager, feature eye-catching icons, checklists, and sidebars to guide managers step-by-step through everyday workplace situations. Look for these innovative design features to help you navigate through each page:

• Clear, concise definitions of important terms
• Tips and tactics to help employees improve their performance
• Strategies to minimize performance management problems
• Practical advice to minimize your possibility of mistakes
• Red flags for common yet avoidable performance obstacles
• Examples of effective performance management in action
• Procedures that make it easier to establish your performance management plan

About the Author
McGraw-Hill authors represent the leading experts in their fields and are dedicated to improving the lives, careers, and interests of readers worldwide

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Customer Reviews

A sustainable approach
When searching for a fair and sustainable performance management system this book brings all about the need mindset behind that system. As for my experience this is what many companies are waiting for. And also employees! They are key to make it happen and this book shows what parts of behavioural science can be applied. A good read for the coming 10 years!

One of the better ones
There are probably a dozen or so books on this subject that are equally good, and I'm not sure that any book is significantly better than the others in that grouping.

I happen to like this book, and use it in my HR work and in my company. Its length and to-the-point style make it ideal for busy managers, and it is indeed about as practical as it can get.

Its strength though, is that it breaks out of some of the conventional thinking about performance management and appraisal. For example, it points out that performance problems can indeed be attributed to weakness in an employee, but may also be caused by problems in the actual system of work. In this respect it draws from systems thinking and takes into account some of the criticisms of Deming, Scholtes and others.

My favorite part has to be the idea of "no blame", and that the purpose of performance management and appraisal is not to punish or even to reward, but to identify barriers to performance, and work together with the employee to remove them, no matter where they come from. Since the goal is better individual performance which contributes to organizational performance, I think this is practical indeed.

There's a positiveness to this book. If you think performance management and appraisal are excuses to kick [behind] and blame people for failure, then don't get this book, get a whip and chair.

A waste of money and time.
Barring better judgement, I purchased this book. Most of the titles in this series are god and informative, but this one is so far off center, I cannot recommend it.

His solutions are absurd and have no practical application in the "real world" and are educational theory at best.

Don't purchase this book, don't recommend it - I want my money back!