Ch. 10, 5 steps in the performance management process

5 steps are

1. Defining performance expectations 2. Providing on-going feedback and coaching 3. Conducting performance apprasial and evaluation discussiins 4. Determinjng performance rewards or consequences 5. Conductionf development and career opportunities discussions

Step four. Determine performance rewards/consequences

After the performance review the manager uses salary planning guidelines to determine appropriate rewards or consequence by comparing actual performance to desired performance

Step five. Career development discussion

During this discussion the manager and employee discuss development opportunities, balancing business needs with employee preferences.

Step one. Defining performance expectations

It helps employees understand how their work makes a contribution to achieving business results. Must be clear and in no way discriminate directly or indirectly

Step two. Providing on going coaching and feedback

Managers and their reports should continue to discuss process using two-way communication

Step three. Conduct performance appraisal and evaluation discussion

The performance appraisal is to provide feedback in a one to one conversation It is usually conducted by predetermined and formal methods to increase validity and reliability and to reduce errors or bias