Include information from the following article, Seijts, G. H., & Latham, G. P. (2005). Learning versus performance goals: When should each be used? Academy of Management Executive, 19(1).
The article is in EBSCOhost Research Database.
1.Made the performance review perspective holistic by creating a list of stakeholders important to both the team and the organization.
2. Examined and justified the key aspects of the measurements.
3. Defined the time frame for these measurements to take place.
4. Explained what tangible and intangible measurements are.
5. Analyzed the role of tangible and intangible measurements in creating a standard for assessment for performance review.
6. Analyzed and justified whether learning goals should be a part of the assessment.
7. Examined and justified methods to minimize rater bias.
Holistic performance Review ? important stakeholders both to the team and the organization:
A holistic and insightful performance review and development of a performance management system which is carried out consistently and in the context of the strategic realities of the business is the key to sustainable learning and performance in an organization. This holistic performance review is based not only on performance goals but also learning goals. As Seijts and Latham (2005) notes performance goals focus primarily on performance while learning goals focus on enhancing and developing acquisition of skills and knowledge in an organization in way that builds performance.
For the performance review to be holistic, a systematic review is incorporated in order to build synergy of performance, promote agility and creativity and corporate excellence between the various important stakeholders in the organization. The stakeholders have an important interest in the ability of the organization to deliver the outcomes intended and maintain the viability and sustainability of an organization. These stakeholders that are important to both the team and the organization are employees, the top management team, managers, stockholders, customers, competitors, suppliers and regulators. Evaluation of these stakeholders? performance and learning outcomes often determines whether team work, management and the organization are working effectively. Such outcomes include total sales, profits, stock price, employee satisfaction, customer service or even new customers acquired. The different important stakeholders place different values and emphasis on some performance outcomes than others who have different priorities (OD Synergy, 2011).
Examining and justifying the aspects of measurement:
The various aspects of measurement in the performance review would include the level of alignment employee performance management to team and organization strategy, level of talent discovered in the ...
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