Performance Management Study Notes
Module Nine: Performance Management Skills40 Module Ten: Reward Systems and Legal Systems46 Module Eleven: Managing Team Performance52 A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals. A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals.
Module One: Performance Management and Reward Systems in Context Definition of Performance Management: It has 2 main Components: a) Continuous process: an ongoing – never ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback b) Strategic Congruence: managers must ensure that employees’ activities and outputs are congruent with the organisation’s goals – gain a competitive advantage – PMS creates the direct link & explicit the employee’s contribution
Distinguish between PM and Performance Appraisal: PA is just a part of the whole The Performance Management Contribution 1 Motivation to perform is increased Recognition of past success – fuel for future accomplishments| 2 Self-esteem is increased| | Feedback fulfils the basic need of being appreciated & valued @ work| 3 Managers gain insight about subordinates (Mgt Std.
Characteristics of a good system Several steps can be taken to ensure process succeeds General: * Organization that is open to learning, and * Led by executives who are open to praise and criticism Specific: * Anonymous * Only those who can directly observe behaviours contribute * Employees are able to provide feedback about their evaluations * Option for follow-up * Evaluators are not fatigued by endless requests to evaluate * System focuses on behaviours rather than results * Raters go beyond ratings – includes descriptive feedback * Raters are trained * Used for development purposes only Module Nine: Performance Management Skills
Managers need several key skills to manage the performance of their employees effectively, including skills regarding: * Coaching * Observing and documenting performance * Giving feedback * Conducting Performance Review Meetings Coaching Collaborative, ongoing process between manager and employee Directing, motivating, rewarding employee behaviour Involves: * Observing * Complimenting good work * Helping correct performance deficiencies Concerned with Long-term performance, and making sure development plan is being achieved—link to Chapter 8 Critical Functions: * Giving advice – to help performance. Describing WHAT needs to be done, and HOW things need to be done.
Identify resources and strategies that will help employee achieve development goals (Chapter 8) (on job training, etc) 3. Implementing these strategies 4. Collect and evaluate data to assess the extent to which each of the development goals has been achieved. 5. Provide feedback to the employee, and if necessary revise the goals Four and Five are focus of this section, as 1-3 have been covered Four. Observe and Document development behaviour Just as managers make intentional/unintentional errors in performance ratings, the same thing can happen when assessing behaviours related to development goals. It is important to observe and document behaviours specific to development