Performance Management Slides - Performance Management...

Performance Management

Introduction

Performance Management
Process
6. Provide
consequences
for
performance
results
3. Provide support & ongoing
performance discussions
4. Evaluate
Performance
1. Define performance outcomes
for company division and department
2. Develop employee
goals, behavior & action
to achieve outcomes
5. Identify
needed
improvements

3 Purposes of Performance
Management (PMS)
Strategic
Developmental
Administrative

5 Criteria of Performance Measures

Measuring Performance

Comparative approach compares performance with
others.

Ranking
–
Simple ranking ranks employees from
highest to lowest performer.
–
Alternation ranking crosses off best and
worst employees.

Forced distribution ranks employees in groups.

Paired comparison - managers compare every
employee with every other employee in work group.

Attribute Approach

Graphic rating scales
–
list of traits evaluated by 5-point rating
scale.
–
legally questionable.

Mixed-standard scales
–
define relevant performance dimensions
–
develop statements representing good,
average, and poor performance along each
dimension.

Example of a Graphic Rating
Scale
Performance Rating
Dimensions
5 Distinguished 4 Excellent 3 Commendable 2
Adequate 1 Poor
Knowledge 5 4 3 2
1
Communication 5 4 3 2
1
Judgment 5 4 3 2
1
Managerial skill 5 4 3 2
1
Quality performance 5 4 3 2
1
Teamwork 5 4 3 2
1
Interpersonal skills 5 4 3 2

Behavioral Approach

Critical incidents approach requires managers to keep
record of specific examples of effective and ineffective
performance.

Behaviorally anchored rating scales (BARS)

Behavioral observation scales (BOS)

Organizational behavior modification is a formal system
of behavioral feedback and reinforcement.

Assessment centers are multiple raters who evaluate
employees’ performance on a number of exercises.

Competency Model
Competencies are sets of skills, knowledge,
abilities and personal characteristics that
enable employees to successfully perform
their jobs.
A competency model identifies competencies
necessary for each model and provides
descriptions common for an entire
occupation, organization, job family or
specific job, useful for recruiting, selection,
training and development.

Results Approach

Management by Objectives
–
top management passes down compan
y’s strategic goals to managers to define
goals.

Productivity Measurement and
Evaluation System (ProMES)
–
goal is to motivate employees to
higher levels of productivity.
Goals
Hierarchy

Balanced Scorecard Approach