Employee Performance Management Related Books (Multi-Rater)
Title: The Art and Science of 360 Degree Feedback Author: Richard Lepsinger, Anntoinette D. Lucia Description/Abstract: “360 Degree feedback offers a unique opportunity to managers to find out how their bosses, their colleagues, their direct reports, their fellow team members, their internal and external customers, and their suppliers perceive their behavior. In doing so, it can “ from many a blunder free us” by providing a reality check.”
Title: 360 Degree Feedback: The Powerful New Model for Employee Assessment & Performance Improvement Author: Mark R. Edwards, Ann J. Ewen Description/Abstract: “…… leaders & employees are at all levels of organization are changing the way receive feedback in order to improve the quality of information. The new model of performance feedback and appraisal turns the assessment process upside down. People are asking for performance feedback from those in their own circle of influence, that is, those with knowledge of their work behaviors as well as from their supervisors.”
Title: Maximizing the Value of 360-Degree Feedback: A Process for Successful Individual & Organizational Development Author: Walter W. Tornow, Manuel London & CCL Associates Description/Abstract: “The process of developing a 360 degree instrument typically begins by identifying the relevant performance dimensions and then collecting behaviors related to these dimensions. The performance dimensions may come from several sources. They may be derived from job analyses that describe what managers do. They may flow from study of managers who are judged by management to be most successful.”
Title: The Power of 360 Feedback: How to Leverage Performance Evaluations for Top Productivity Author: David A. Waldman Description/Abstract: “Managers and academic have come a long way …..…in terms of their thinking about who should best evaluate leadership and, in fact, have become to realize that followers, peers and customers, as well as superiors know quite a bit about leadership….Today an estimated 20 to 25 percent of organizations actually ask followers, peers and/or customers to rate managers, for developmental and learning purposes, and in some cases, performance evaluation purposes.”
Employee Performance Management Related Books (Competencies)
Title: Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies Author: Paul C Green Description/Abstract: “Behavioral competencies are robust. They have been around for over thirty years and have met the ultimate test – they are useful. The use of robust competencies in your organization can be hobbled, however, by abstract language and by personality traits. To build robust human resource competencies you must be able to state them in a way that is reliably understood by most people in your place of work.”
Title: Creating a Culture of Competence Author: Michael Zwell Description/Abstract: “Developing people requires a complex set of skills. It requires getting to know them, understanding their strengths and weaknesses, developing a rapport and relationship with them, and finding out what motivates them. It requires developing a plan for strengthening the weaknesses, utilizing strengths, and providing the right kind of support to help them change their behavior.”
Title: The Talent Edge Author: David S. Cohen Description/Abstract: “Every organization defines success in its own terms, whether that definition is openly acknowledged or hidden below the corporate rhetoric. The difference is, top performers, the right people, are those who line up with the corporate culture – its values, mission, and goals - and go about their jobs with the right behavior needed for the work.”
Title: Competency Based Performance Improvement Author: David D. Dubois Description/Abstract: “ ….in this book a systems approach has been linked with competency based approach to performance improvement as partial, yet significant remedy for some of the performance improvement inefficiencies that organizations experience. A competency based approach coupled with total organization systems approach to creating & managing performance improvement programs impacts overall efficiencies.”
Employee Performance Management Related Books (Management)
Title: The HR Scorecard: Linking People, Strategy, & Performance Author: Brian E. Becker, Mark A. Huselid, Dave Ulrich Description/Abstract: “….. the most potent action HR managers can take to ensure their strategic contribution is to develop a measurement system that convincingly showcases HR’s impact on business performance. To design such a measurement system, HR managers must adopt a dramatically different perspective, the one that focuses on how human resources can play a central role in implementing the firm’s strategy.”
Title: Performance Management Author: Robert Bacal Description/Abstract: “Performance Management is an ongoing communication process, undertaken in partnership, between an employee & his or her supervisor that involves establishing clear expectations & understanding about :
- The essential job functions the employee is expected to do
- How the employee’s job contributes to the goals of the organization
- What “doing the job well” means in concrete terms
- How the employee & supervisor will work together to sustain, improve or build on existing employee performance
- How job performance shall be measured
- Identifying barriers to the performance & removing them.“
Title: The Talent Management Handbook Author: Lance A Berger Description/Abstract: “ Talent Management Assessment Tools; Performance Appraisal: A measurement of actual results achieved within those areas for which the employee is held accountable and/or the competencies deemed critical to the job & organization success. Potential Forecast: A prediction of how many levels (organization/job) an employee can progress within an organization...”
Title: The HR Value Proposition Author: David Ulrich & Wayne Brockbank Description/Abstract: “The HR value proposition means HR practices, departments & professionals produce positive outcomes for the key stakeholders – employees, line managers, customers & investors…….When others receive value form HR work, HR will be credible, respected & influential. ….a fundamental HR transformation starts with definition of HR value, who the receivers are & a clear statement of what they will receive from HR services.”
Title: The ROI of Human Capital Author: Jac Fitz-Enz Description/Abstract: “Since employee costs can exceed 40 percent of corporate expense, measuring the ROI in human capital is essential. Management needs a system of metrics that describe & predict the cost & productivity curves of its workforce.”
