Performance Review Takes a Page from Facebook
Performance Review Takes a Page from Facebook
Performance Multiplier and Rypple both provides effective performance management systems. They both “aim at achieving” employees to “support the organization’s strategy, goals, and culture” (Noe, Hollenbeck, Gerhart, & Wright 2011). These programs provide a friendly atmosphere where employees feel comfortable posting questions and comments about experiences and is able to give their input as well. Validity is also measured because employees and managers know what is relevant and what is not. The will not harp over little things that do not matter. These programs seems to be reliable be “more than one person measures performance” (Noe et al., 2011). The employees will have several feedback from many different perspectives. Managers will also be able to provide feedback. The programs proved to be accepted amongst employees and managers because the employees and employers are using them and they provide very specific feedback. It provides feedback from peers and management.
These programs are suitable for strategic, administrative, and developmental but could improve in a few areas. I believe these programs provide employers to help “link employees’ behavior with the organization’s goals” (Noe et al., 2011). The company is able to post their goals and this gives the employees a visual of what the company expects from them. Administrative purposes is where I feel like it may be improved a little bit. Maybe by making it where an employer and give advice or recognition where the message is private but not anonymous. That way it is documented what the employee needs to work on or what that employee has done well. Developmental purposes is fulfill because “effective performance feedback makes employees aware of their strengths and of the areas in which they can improve” (Noe et al., 2011)
In the Army, I love to hear feedback about how I am doing as a leader. My soldiers told me all the time that I can be a little
Performance Multiplier and Rypple both provides effective performance management systems. They both “aim at achieving” employees to “support the organization’s strategy, goals, and culture” (Noe, Hollenbeck, Gerhart, & Wright 2011). These programs provide a friendly atmosphere where employees feel comfortable posting questions and comments about experiences and is able to give their input as well. Validity is also measured because employees and managers know what is relevant and what is not. The will not harp over little things that do not matter. These programs seems to be reliable be “more than one person measures performance” (Noe et al., 2011). The employees will have several feedback from many different perspectives. Managers will also be able to provide feedback. The programs proved to be accepted amongst employees and managers because the employees and employers are using them and they provide very specific feedback. It provides feedback from peers and management.
These programs are suitable for strategic, administrative, and developmental but could improve in a few areas. I believe these programs provide employers to help “link employees’ behavior with the organization’s goals” (Noe et al., 2011). The company is able to post their goals and this gives the employees a visual of what the company expects from them. Administrative purposes is where I feel like it may be improved a little bit. Maybe by making it where an employer and give advice or recognition where the message is private but not anonymous. That way it is documented what the employee needs to work on or what that employee has done well. Developmental purposes is fulfill because “effective performance feedback makes employees aware of their strengths and of the areas in which they can improve” (Noe et al., 2011)
In the Army, I love to hear feedback about how I am doing as a leader. My soldiers told me all the time that I can be a little