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A Performance Management Solution: Productivity Measurement and Enhancement System (ProMES)

Published online by Cambridge University Press:  21 April 2015

Anne Scaduto ,
Brendan Hunt  and
Daniel Schmerling
Anne Scaduto*
Affiliation:
Federal Management Partners, Inc., Alexandria, Virginia
Brendan Hunt
Affiliation:
Federal Management Partners, Inc., Alexandria, Virginia
Daniel Schmerling
Affiliation:
Federal Management Partners, Inc., Alexandria, Virginia
*
Correspondence concerning this article should be addressed to Anne Scaduto, Federal Management Partners, Inc., 1500 North Beauregard Street, Suite 103, Alexandria, VA 22311. E-mail: scadoots@gmail.com
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Extract

Pulakos, Mueller Hanson, Arad, and Moye (2015) have stated that performance management (PM) best practices have resulted in the dissatisfaction of employees and managers with PM reviews and systems. The authors have suggested that the focus should be on driving critical PM behaviors that have been shown to increase engagement and performance. Corporate Leadership Council (2004) research demonstrated that increased engagement takes place when PM behaviors such as setting clear expectations, providing regular feedback, and helping employees develop and succeed occur. In addition, effective PM happens when employees are contributing to the process as well.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 8 , Issue 1 , March 2015 , pp. 93 - 99
Copyright
Copyright © Society for Industrial and Organizational Psychology 2015 

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References

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