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Unit- 2. Performance Management Process

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Unit- 2. Performance Management Process

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Unit- 2. Performance Management Process

  1. 1. Herman Aguinis, University of Colorado at Denver Performance Management Process Prof. Preeti Bhaskar Symbiosis Centre for Management Studies, NOIDA
  2. 2. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–2
  3. 3. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–3
  4. 4. Herman Aguinis, University of Colorado at Denver Prerequisites Knowledge of the organization’s mission and strategic goals Knowledge of the job 2–4
  5. 5. Herman Aguinis, University of Colorado at Denver Knowledge of mission and strategic goals • Strategic planning –Purpose or reason for organization’s existence –Where organization is going –Organizational goals –Strategies for attaining goals 2–5
  6. 6. Herman Aguinis, University of Colorado at Denver Mission and Goals Cascade effect throughout organization 2–62–6 Organization Unit Employee
  7. 7. Herman Aguinis, University of Colorado at Denver2–7 B. Knowledge of the job • Job analysis of key components – Activities, tasks, products, services, processes • KSAs required to do the job – Knowledge – Skills – Abilities 2–7
  8. 8. Herman Aguinis, University of Colorado at Denver2–8 Job Description • Job duties • KSAs • Working conditions 2–8
  9. 9. Herman Aguinis, University of Colorado at Denver Job analysis • Use a variety of tools –Interviews –Observation –Questionnaires (available on Internet) 2–9
  10. 10. Herman Aguinis, University of Colorado at Denver Job analysis follow-up • All incumbents should –review information and –provide feedback –Task • Frequency • Criticality 2–10
  11. 11. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–11
  12. 12. Herman Aguinis, University of Colorado at Denver2–12 Performance Planning
  13. 13. Herman Aguinis, University of Colorado at Denver Results • Broad areas of a job for which the employee is responsible for producing results Key accountabilities • Statements of outcomes • Important • Measurable Specific objectives • Measure” to evaluate how well employees have achieved each objective • Information on acceptable and unacceptable performance, such as Performance standards “quality, quantity ,cost &time
  14. 14. Herman Aguinis, University of Colorado at Denver Behaviors 2–14 Competencies • How a job is done • Behaviour criteria such as : communication skill , attitude, customer service etc. • Measurable clusters of KSAs • Critical in determining how results will be achieved
  15. 15. Herman Aguinis, University of Colorado at Denver Performance Planning: Development Plan  Areas for improvement  Goals to be achieved in each area of improvement 2–15
  16. 16. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–16
  17. 17. Herman Aguinis, University of Colorado at Denver Performance Execution: Employee Responsibilities  Commitment to goal achievement  Ongoing requests for feedback and coaching  Communication with supervisor  Collecting and sharing performance data  Preparing for performance reviews 2–17
  18. 18. Herman Aguinis, University of Colorado at Denver Performance Execution: Manager Responsibilities • Observation and documentation • Updates • Feedback • Resources • Reinforcement 2–18
  19. 19. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–19
  20. 20. Herman Aguinis, University of Colorado at Denver Performance Assessment • Manager assessment • Self-assessment • Other sources (e.g., peers, customers, etc.) 2–20
  21. 21. Herman Aguinis, University of Colorado at Denver Multiple Assessments Are Necessary Increase employee ownership Increase commitment Provide information Ensure mutual understanding 2–21
  22. 22. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–22
  23. 23. Herman Aguinis, University of Colorado at Denver Performance Review Overview of Appraisal Meeting • Past – Behaviors and results • Present – Compensation to be received • Future – New goals and development plans 2–23
  24. 24. Herman Aguinis, University of Colorado at Denver 1. Identify what the employee has done well and poorly 2. Solicit feedback 3. Discuss the implications of changing behaviors 2–24 Six Steps for Conducting Productive Performance Reviews
  25. 25. Herman Aguinis, University of Colorado at Denver Six Steps for Conducting Productive Performance Reviews 4. Explain how skills used in past achievements can help overcome any performance problems 5. Agree on an action plan 6. Set a follow-up meeting and agree on behaviors, actions, attitudes to be evaluated 2–25
  26. 26. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting Performance Review Performance Assessment Performance Execution Performance Planning Prerequisites 2–26
  27. 27. Herman Aguinis, University of Colorado at Denver Performance Renewal and Recontracting • Same as/different from Performance Planning –Uses insights and information from previous phases –Cycle begins again 2–27
  28. 28. Herman Aguinis, University of Colorado at Denver Performance Management Process Summary: Key Points Ongoing process Each component is important If one is implemented poorly, whole system suffers Links between components must be clear 2–28
  29. 29. Herman Aguinis, University of Colorado at Denver Thank You

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