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2. Herman Aguinis, University of Colorado at Denver
Performance Management in Context:Performance Management in Context:
OverviewOverview
Definition of Performance Management (PM)
The Performance Management Contribution
Disadvantages/Dangers of Poorly-implemented PM
systems
Definition of Reward Systems
Aims and role of PM Systems
Characteristics of an Ideal PM system
Integration with Other Human Resources and
Development Activities
3. Herman Aguinis, University of Colorado at Denver
Performance Management: DefinitionPerformance Management: Definition
Continuous Process of
Identifying performance of individuals and teams
Measuring performance of individuals and teams
Developing performance of individuals and teams
and
Aligning performance with the strategic goals of the
organization
4. Herman Aguinis, University of Colorado at Denver
PM is NOT performancePM is NOT performance appraisalappraisal
• PM
– Strategic business
considerations
– Ongoing feedback
– So employee can
improve performance
– Driven by line manager
• Performance appraisal
– Assesses employee
• Strengths &
• Weaknesses
– Once a year
– Lacks ongoing feedback
– Driven by HR
5. Herman Aguinis, University of Colorado at Denver
Contributions of PMContributions of PM
For EmployeesFor Employees
The definitions of job and success are clarified
Motivation to perform is increased
Self-esteem is increased
Self-insight and development and enhanced
6. Herman Aguinis, University of Colorado at Denver
Contributions of PMContributions of PM
For ManagersFor Managers
Supervisors’ views of performance are
communicated more clearly
Managers gain insight about subordinates
There is better and more timely differentiation
between good and poor performers
Employees become more competent
7. Herman Aguinis, University of Colorado at Denver
Contributions of PMContributions of PM
For Organization/HR FunctionFor Organization/HR Function
Organizational goals are made clear
Organizational change is facilitated
Administrative actions are more fair and
appropriate
There is better protection from lawsuits
8. Herman Aguinis, University of Colorado at Denver
Disadvantages/Dangers ofDisadvantages/Dangers of
Poorly-implemented PM SystemsPoorly-implemented PM Systems
for Employeesfor Employees
• Lowered self-esteem
• Employee burnout and job dissatisfaction
• Damaged relationships
• Use of false or misleading information
9. Herman Aguinis, University of Colorado at Denver
Disadvantages/Dangers ofDisadvantages/Dangers of
Poorly-implemented PM SystemsPoorly-implemented PM Systems
for Managersfor Managers
• Increased turnover
• Decreased motivation to perform
• Unjustified demands on managers’ resources
• Varying and unfair standards and ratings
10. Herman Aguinis, University of Colorado at Denver
• Wasted time and money
• Unclear ratings system
• Emerging biases
• Increased risk of litigation
Disadvantages/Dangers ofDisadvantages/Dangers of
Poorly-implemented PM SystemsPoorly-implemented PM Systems
for Organizationfor Organization
11. Herman Aguinis, University of Colorado at Denver
Reward Systems: DefinitionReward Systems: Definition
Set of mechanisms for distributing
Tangible returns
and
Intangible or relational returns
As part of an employment relationship
12. Herman Aguinis, University of Colorado at Denver
Tangible returnsTangible returns
Cash compensation
Base pay
Cost-of-Living & Contingent Pay
Incentives (short- and long-term)
Benefits, such as
Income Protection
Allowances
Work/life focus
13. Herman Aguinis, University of Colorado at Denver
Intangible returnsIntangible returns
Relational returns, such as
Recognition and status
Employment security
Challenging work
Learning opportunities
14. Herman Aguinis, University of Colorado at Denver
Returns and Their Degree of DependencyReturns and Their Degree of Dependency
on the Performance Management Systemon the Performance Management System
Return
Cost of Living Adjustment
Income Protection
Work/life Focus
Allowances
Relational Returns
Base Pay
Contingent Pay
Short-term Incentives
Long-term Incentives
Degree of Dependency
• Low
• Low
• Moderate
• Moderate
• Moderate
• Moderate
• High
• High
• High
15. Herman Aguinis, University of Colorado at Denver
Purposes of PM Systems:Purposes of PM Systems:
OverviewOverview
Strategic
Administrative
Informational
Developmental
Organizational maintenance
Documentation
16. Herman Aguinis, University of Colorado at Denver
Strategic PurposeStrategic Purpose
Link employee behavior with organization’s
goals
Communicate most crucial business strategic
initiatives
17. Herman Aguinis, University of Colorado at Denver
Administrative PurposeAdministrative Purpose
Provide information for making decisions re:
Salary adjustments
Promotions
Retention or termination
Recognition of individual performance
Layoffs
18. Herman Aguinis, University of Colorado at Denver
Informational PurposeInformational Purpose
Communicate to Employees:
Expectations
What is important
How they are doing
How to improve
19. Herman Aguinis, University of Colorado at Denver
Developmental PurposeDevelopmental Purpose
Performance feedback/coaching
Identification of individual strengths and
weaknesses
Causes of performance deficiencies
Tailor development of individual career path
20. Herman Aguinis, University of Colorado at Denver
Organizational Maintenance PurposeOrganizational Maintenance Purpose
Plan effective workforce
Assess future training needs
Evaluate performance at organizational level
Evaluate effectiveness of HR interventions
21. Herman Aguinis, University of Colorado at Denver
Documentational PurposeDocumentational Purpose
Validate selection instruments
Document administrative decisions
Help meet legal requirements
22. Herman Aguinis, University of Colorado at Denver
Characteristics of an Ideal PM SystemCharacteristics of an Ideal PM System
23. Herman Aguinis, University of Colorado at Denver
Congruent with organizational strategyCongruent with organizational strategy
• Consistent with organization’s strategy
• Aligned with unit and organizational goals
24. Herman Aguinis, University of Colorado at Denver
ThoroughThorough
• All employees are evaluated
• All major job responsibilities are evaluated
• Evaluations cover performance for entire
review period
• Feedback is given on both positive and
negative performance
25. Herman Aguinis, University of Colorado at Denver
PracticalPractical
• Available
• Easy to use
• Acceptable to decision makers
• Benefits outweigh costs
26. Herman Aguinis, University of Colorado at Denver
MeaningfulMeaningful
• Standards are important and relevant
• System measures ONLY what employee can
control
• Results have consequences Evaluations
occur regularly and at appropriate times
• System provides for continuing skill
development of evaluators
27. Herman Aguinis, University of Colorado at Denver
SpecificSpecific
Concrete and detailed guidance to
employees
• what’s expected
• how to meet the expectations
28. Herman Aguinis, University of Colorado at Denver
Identifies effective and ineffective performanceIdentifies effective and ineffective performance
• Distinguish between effective and ineffective
– Behaviors
– Results
• Provide ability to identify employees with
various levels of performance
29. Herman Aguinis, University of Colorado at Denver
ReliableReliable
• Consistent
• Free of error
• Inter-rater reliability
30. Herman Aguinis, University of Colorado at Denver
ValidValid
• Relevant (measures what is important)
• Not deficient (doesn’t measure unimportant
facets of job)
• Not contaminated (only measures what the
employee can control)
31. Herman Aguinis, University of Colorado at Denver
Acceptable and FairAcceptable and Fair
• Perception of Distributive Justice
– Work performed evaluation received reward
• Perception of Procedural Justice
– Fairness of procedures used to:
• Determine ratings
• Link ratings to rewards
32. Herman Aguinis, University of Colorado at Denver
InclusiveInclusive
• Represents concerns of all involved
– When system is created, employees should help
with deciding
• What should be measured
• How it should be measured
– Employee should provide input on performance
prior to evaluation meeting
33. Herman Aguinis, University of Colorado at Denver
Open (Open (NoNo Secrets)Secrets)
• Frequent, ongoing evaluations and feedback
• 2-way communications in appraisal meeting
• Clear standards, ongoing communication
• Communications are factual, open, honest
34. Herman Aguinis, University of Colorado at Denver
CorrectableCorrectable
• Recognizes that human judgment is fallible
• Appeals process provided
35. Herman Aguinis, University of Colorado at Denver
StandardizedStandardized
• Ongoing training of managers to provide
• Consistent evaluations across
– People
– Time
36. Herman Aguinis, University of Colorado at Denver
EthicalEthical
• Supervisor suppresses self-interest
• Supervisor rates only where she has sufficient
information about the performance dimension
• Supervisor respects employee privacy
37. Herman Aguinis, University of Colorado at Denver
Integration with other Human ResourcesIntegration with other Human Resources
and Development activitiesand Development activities
PM provides information for:
Development of training to meet organizational
needs
Workforce planning
Recruitment and hiring decisions
Development of compensation systems
Editor's Notes
Base pay
Hourly wages
Salary
Cost-of-Living & Contingent Pay
Usually permanent increases in pay based on either cost of living or performance
Covered in more detail in Module 11
Incentives (short- and long-term)
Used to increase performance
E.g., bonuses (short term) or stock options/ownership (long term)
Income Protection
Sometimes required under law, such as
Social Security (what about unemployment insurance in the USA?)Disability pay,
medical insurance,
pension plans,
savings plans
Allowances
E.g., housing
transportation (e.g., company provides car)
Work/life focus (to help employee balance work/home life)
Such as vacation time,
flextime and telecommuting,
services (e.g., counseling, financial planning, fitness activities)
Relational Returns
Such as recognition,
status,
employment security,
challenging work,
opportunities to learn,
opportunities to form personal relationships
Note: the following is slide used before (some of this is not in Module 1)
Links employee activities with organization’s mission and goals
Identifies results and behaviors needed to carry out strategy
Maximizes extent employees exhibit those behaviors and results
Only 13% of organizations use PM to communicate organizational purpose and goals