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Chapter 3: Performance Planning
 

Chapter 3: Performance Planning

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    Chapter 3: Performance Planning Chapter 3: Performance Planning Presentation Transcript

    • YAZZRA FARAH YAHYA 2012239844 BM770 3F ASSOC. PROF. DR ROSHIDI HASSAN
    • PERFORMANCE PLANNING
    • PERFORMANCE PLANNING
    • STRATEGIC PLANNING
    • PURPOSE OF STRATEGIC PLANNING
    • STRATEGIC PLANNING
    • STRATEGIC PLANNING
    • STRATEGIC PLANNING
    • PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN (Aguinis, 2013)
    • PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN (Aguinis, 2013)
    • 1.Organizational Strategic Planning
    • 1.ORGANIZATIONAL STRATEGIC PLANNING 1.1.Environmental Analysis
    • 1. Organizational Strategic Planning (Aguinis, 2013)
    • 1. Organizational Strategic Planning
    • 1. Organizational Strategic Planning (Aguinis, 2013)
    • 1. Organizational Strategic Planning
    • 1. Organizational Strategic Planning 1.3. Vision (Aguinis, 2013)
    • 1. Organizational Strategic Planning 1.3. Vision (Aguinis, 2013)
    • 1. Organizational Strategic Planning 1.3. Vision (Aguinis, 2013)
    • 1. Organizational Strategic Planning 1.4. STRATEGIES
    • 1. Organizational Strategic Planning 1.4. STRATEGIES
    • 1. Organizational Strategic Planning 1.4. STRATEGIES Human resources contribution towards strategies
    • 2. Developing Strategic Plans at the Unit Level 2.1Definition of strategic at the unit level • Strategic plan direct impact on the units strategic plans (Aguinis, 2013) • integrating sustainability into unit strategic planning is a powerful way to realize the full benefits of strategic sustainability (Bean, 2013).
    • Developing Strategic Plans at the Unit Level 2.2 GOALS
    • 2. Developing Strategic Plans at the Unit Level 2.2 GOALS (Clarity Digital Group LLC, 2013)
    • 3. Job description 3.1 Definition of job description • Provides information about the various task performed with some knowledge, skills and ability required for the position (Aguinis, 2013). • A brief description about the job, designed by the employers for the employee (Human Resource & Skills Development Canada, 2012).
    • 3) Job description 3.2 Purpose of job description • providing a basis to evaluate employee performance. • identifying skill gaps • helping to ensure an effective on hiring process • assisting in comparing the duties for positions to better establish relative pay rates. (Human Resource & Skills Development Canada, 2012).
    • 3. Job description 3.3 Characteristics of job description (Aguinis,2013) (Human Resource & Skills Development Canada, 2012).
    • 4. Individual and Team Performance Definition of Individual performance • Emphasize on individual behavior of each employees with individual objective in order to perform (Aguinis, 2013) . • The individual performance can be determinants of effort motivation, skills & ability, role Perception and resources (Scholl, 2003)
    • 4. INDIVIDUAL AND TEAM PERFORMANCE
    • 4) Individual and Team Performance Choices performance management system design for individual and team performance • Criteria- Behavioral criteria VS Results criteria • Participation- Low employee participation VS high employee participant • Temporal dimension- Short-term VS long-term • Level of Criteria- Individual VS Team/group • System orientation- Developmental orientation VS Administrative orientation • Rewards- Pay for performance VS pay for tenure/ position (Aguinis, 2013)
    • STRATEGIC PLANNING (Ajao & Grace, 2012)
    • BUIDING SUPPORT PURPOSE OF BUILDING SUPORT
    • EXAMPLE OF VISSION, MISSION & GOALS
    • KEY PERFORMANCE INDICATOR
    • KEY PERFORMANCE INDICATOR PURPOSE OF KEY PERFORMANCE INDICATOR
    • BALANCE SCORECARD
    • BALANCED SCORECARD DEFINITION OF BALANCE SCORECARD
    • BALANCE SCORECARD PRINCIPLE OF BALANCE SCORECARD
    • BALANCE SCORECARD PURPOSE OF BALANCE SCORECARD
    • BALANCE SCORECARD (CIMA, 2005; Sharma, 2009)
    • BALANCE SCORECARD PERSPECTIVE OF BALANCE SCORECARD (Bratic & Jakasa, 2010)
    • KEY PERFORMANCE INDICATOR VS BALANCE SCORECARD (AKS-Labs, 2013)
    • CONCLUSION