JJones MT203 Assignment Unit 6
Managing Talent: How Google Searches for Performance Measures
Jacqueline Jones
Kaplan University
MT203: Human Resource Management – Section 01
Professor Carrie Stringham
April 6, 2015
Introduction
According to the cae study, “If there’s one thing Google knows, it’s how to use software to wade through massive amounts of data and find what is most relevant. Like most businesses, Google had files of data about managers— results of performance reviews, surveys measuring employee attitudes, and nominations for management awards. Unlike most businesses, Google figured out how to analyze all that data to come up with a profile of the kind of manager whose team is most successful. This paper discusses how Google’s approach to performance management meets the five criteria for effectiveness of a performance management system as well as the possible errors in this approach and ways to resolve them.
1. Describe the five criteria for effectiveness of a performance management system and summarize how Google’s approach to performance management meets these criteria.
There are five criteria for effectiveness of a performance management system. The first is fit with strategy which states that a performance management system should aim at achieving employee behavior and attitudes that support the organization’s strategy, goals, and culture. The second is validity which refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance. The third is reliability which describes the consistency of the results that the performance measure will deliver. Acceptability, the fourth criteria, indicates that whether or not a measure is valid and reliable, it must meet the practical standard of being acceptable to the people who use it. The fifth is specific feedback which states that a performance measure should specifically tell employees what is expected of them and how they can meet those expectations. Being
Jacqueline Jones
Kaplan University
MT203: Human Resource Management – Section 01
Professor Carrie Stringham
April 6, 2015
Introduction
According to the cae study, “If there’s one thing Google knows, it’s how to use software to wade through massive amounts of data and find what is most relevant. Like most businesses, Google had files of data about managers— results of performance reviews, surveys measuring employee attitudes, and nominations for management awards. Unlike most businesses, Google figured out how to analyze all that data to come up with a profile of the kind of manager whose team is most successful. This paper discusses how Google’s approach to performance management meets the five criteria for effectiveness of a performance management system as well as the possible errors in this approach and ways to resolve them.
1. Describe the five criteria for effectiveness of a performance management system and summarize how Google’s approach to performance management meets these criteria.
There are five criteria for effectiveness of a performance management system. The first is fit with strategy which states that a performance management system should aim at achieving employee behavior and attitudes that support the organization’s strategy, goals, and culture. The second is validity which refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance. The third is reliability which describes the consistency of the results that the performance measure will deliver. Acceptability, the fourth criteria, indicates that whether or not a measure is valid and reliable, it must meet the practical standard of being acceptable to the people who use it. The fifth is specific feedback which states that a performance measure should specifically tell employees what is expected of them and how they can meet those expectations. Being
References: Gerhart, B., Hollenbeck, J., Noe, R., & Wright, P. (2014). Fundamentals of human resource management. (3rd ed.). New York, NY: McGraw-Hill. Whatmakesagoodleader.com (2009). Job performance appraisal: discovering common performace rating errors. Article. Retrieved from http://www.whatmakesagoodleader.com/Job-Performance-Appraisal.html