MARC Record from marc_openlibraries_sanfranciscopubliclibrary

LEADER: 05471cam a2200577 i 4500
001 ocn959536312
003 OCoLC
005 20171121090625.0
008 170203s2017 maua b 001 0 eng c
010 $a2016058809
019 $a959803036$a988731972
020 $a9781633692787$q(paperback)
020 $a1633692787$q(paperback)
035 $a(OCoLC)959536312$z(OCoLC)959803036$z(OCoLC)988731972
037 $bPerseus Distribution Services, 1094 Flex Dr, Jackson, TN, USA, 38301-5070$nSAN 631-760X
040 $aMH/DLC$beng$erda$cHLS$dDLC$dYDX$dBTCTA$dOCLCO$dOCLCF$dJRZ$dOHI$dYDX$dOCLCO$dSJP$dVP@$dGZM$dIGA$dVA@$dAJB$dUPM$dOCLCQ$dZAC$dSFR$dUtOrBLW
042 $apcc
049 $aSFRA
050 00 $aHF5549$b.H368 2017
082 00 $a658.3/128$223
092 $a658.3128$bH3399
245 00 $aHBR guide to performance management.
246 3 $aHarvard Business Review guide to performance management
246 30 $aPerformance management
264 1 $aBoston, Massachusetts :$bHarvard Business Review Press,$c[2017]
300 $aix, 244 pages :$billustrations ;$c23 cm.
336 $atext$btxt$2rdacontent
337 $aunmediated$bn$2rdamedia
338 $avolume$bnc$2rdacarrier
490 1 $aHarvard business review guides
504 $aIncludes bibliographical references and index.
520 $aAre your employees meeting their goals? Is their work improving over time? Understanding where your employees are succeeding--and falling short--is a pivotal part of ensuring you have the right talent to meet organizational objectives. In order to work with your people and effectively monitor their progress, you need a system in place. The HBR Guide to Performance Management provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization. You'll learn to: Set clear employee goals that align with company objectives. Monitor progress and check in regularly. Close performance gaps. Understand when to use performance analytics. Create opportunities for growth, tailored to the individual. Overcome and avoid burnout on your team--$cProvided by publisher.
505 0 $aIntroduction: Performance management for a new age of work -- Section 1. Goal setting: The characteristics of effective goals: Make them clear and specific, achievable but challenging -- Define employee goals -- and decide how they're measured, fit the needs of the individual and the organization -- Collaborate with your employee to create a plan for moving forward : steps to accomplishing objectives and adjusting as necessary -- Section 2. Ongoing performance management : Assessing performance isn't a one-time event : note good and bad work, and identify root cause -- Make a habit of providing feedback : discuss your observations with your employee -- Coach your employee to close performance gaps : ask questions to help them solve problems and master new skills -- How to keep your employees motivated : recognize good work and encourage progress -- Section 3. Developing employees : Understand your employee's wants and needs : know what your direct report aspires to -- Expand your employee's skillsets : basic tactics to learn new areas of expertise -- Craft a development plan : define a specific path for future growth -- How to develop someone who's struggling : good performers aren't the only ones who need to grow -- Section 4. Formal performance reviews : The case against (and for) annual appraisals : how companies are changing the way they look at reviews -- Assess performance, but reconsider ratings : take an individualized approach -- How to conduct the review conversation : tips and tricks for a productive discussion -- Define new goals for the new year : adjust objectives for continued growth -- Section 5. Tough topics: Responding to the steady worker : what to do with your stalwarts -- Preventing burnout on your team : make sure your people aren't running out of steam -- Managing performance of remote employees : from giving feedback to annual appraisals.
504 $aIncludes bibliographical references (pages 229-235) and index.
650 0 $aEmployees$xRating of.
650 0 $aPerformance$xManagement.
830 0 $aHarvard business review guides.
907 $a.b34368012$b12-22-18$c08-23-17
998 $a(4)xbt$a(2)m6$a(2)w2$b10-13-17$cm$da $e-$feng$gmau$h0$i8
907 $a.b34368012$b11-20-17$c08-23-17
938 $aBrodart$bBROD$n117790141
938 $aBaker and Taylor$bBTCP$nBK0019620136
938 $aYBP Library Services$bYANK$n13189287
980 $a1017 kl
998 $axbt$am6$aw2$b10-13-17$cm$da$e-$feng$gmau$h0$i0
994 $aC0$bSFR
999 $yMARS
945 $a658.3128$bH3399$d11-17-2018 13:09$e07-11-2018 14:03$f1$g0$h10-13-18$i31223122315691$j171$0800$k12-27-18$lxbtci$o-$p$19.95$q-$r-$s- $t1$u5$v9$w2$x3$y.i92405150$z11-08-17
945 $a658.3128$bH3399$d - - $e - - $f0$g0$h11-30-18$i31223123499445$j503$0501$k - - $lxbtci$o-$p$75.00$q-$r-$s- $t1$u3$v5$w2$x1$y.i93871697$z03-08-18
945 $a658.3128$bH3399$d12-04-2018 14:23$e08-27-2018 17:58$f0$g0$h11-17-18$i31223122315683$j311$0503$k12-26-18$lm6aaa$o-$p$19.95$q-$r-$s- $t1$u5$v9$w3$x2$y.i92405162$z11-08-17
945 $a658.3128$bH3399$d10-13-2018 15:20$e04-08-2018 14:54$f3$g0$h06-13-18$i31223122315675$j331$0800$k01-02-19$lw2aaa$ol$p$19.95$q-$r-$s- $t1$u4$v7$w1$x3$y.i92405174$z11-08-17