For each DQ elaborate within 250-300 words for each. Use in-text citations accordingly. Use scholarly reference(s). Use and cite references using APA 7th Style Guide accordingly. Don’t combine DQs together.
Talent Performance and Development Strategies
DQ 1) In your I/O psychology practice, your client has asked you to create a new performance management process for the organization. Besides the typical yearly evaluation process, describe two other methods you can recommend for evaluating performance throughout the year. Evaluate which method you would ultimately recommend. Be sure to support your position with scholarly references.
In the field of Industrial-Organizational (I/O) psychology, designing effective performance management processes is crucial for organizational success. Besides the traditional annual evaluation process, two additional methods for evaluating performance throughout the year are continuous feedback and 360-degree feedback.
Continuous feedback involves providing regular, ongoing feedback to employees rather than relying solely on a yearly review. It can take the form of weekly or monthly check-ins between managers and employees, focusing on goal progress, accomplishments, and areas for improvement. Research by London and Smither (2002) indicates that continuous feedback enhances performance and increases employee satisfaction. This method offers real-time insights and allows for immediate course corrections, fostering employee growth.
360-degree feedback involves gathering feedback from multiple sources, including peers, subordinates, and supervisors, to assess an individual’s performance. This approach offers a more holistic view of an employee’s strengths and weaknesses and encourages self-awareness. A study by Bracken et al. (2001) found that 360-degree feedback can lead to significant performance improvements. However, it requires careful implementation to ensure confidentiality and fairness.
Ultimately, I would recommend implementing continuous feedback as the primary method for evaluating performance throughout the year. Continuous feedback aligns with the principles of ongoing development and learning, which are becoming increasingly important in modern organizations (Baldwin and Ford, 1988). It provides immediate feedback, promotes open communication, and allows for timely adjustments, enhancing employee motivation and development. However, it is essential to complement continuous feedback with periodic 360-degree assessments to provide a well-rounded perspective on employee performance.
In conclusion, incorporating continuous feedback and occasional 360-degree feedback into the performance management process can significantly benefit organizations by fostering continuous improvement and employee development.
References:
- London, M., & Smither, J. W. (2002). Feedback orientation, feedback culture, and the longitudinal performance management process. Human Resource Management Review, 12(1), 81-100.
- Bracken, D. W., Timmreck, C. W., & Church, A. H. (2001). The Handbook of Multisource Feedback: The Comprehensive Resource for Designing and Implementing MSF Processes. Jossey-Bass.
- Baldwin, T. T., & Ford, J. K. (1988). Transfer of training: A review and directions for future research. Personnel Psychology, 41(1), 63-105.