Opportunity to perform individual performance

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Opportunity to perform Individual performance outcomes Diagram: The AMO model of individual performance (from Boxall and Purcell, 2016 p. 156) AMO Model of Performance
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Inputs (competencies) Personal competencies Knowledge, skills, abilities, attitudes Work group competencies e.g. collective know-how Organisational competencies e.g. core competencies & people capabilities Individual performance Work group performance Organisational performance Processes (behaviour) Personal behaviour e.g. effort and citizenship Work group behaviour e.g. team-working Organisational behaviour e.g. customer-focus, cooperation, creativity Outcomes (results) Personal results Knowledge, skills, abilities, attitudes Group results e.g. productivity, quality Organisational results e.g. profitability; customer satisfaction; market share What is performance? (Diagram from Sheilds, 2007 p. 21)
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What is Performance Management? “Performance Management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization . (Aguinis, 2013 p. 2)”
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What is Performance Appraisal? Performance Appraisal (PA) is concerned with determining how well employees are doing their job, communicating that information to employees, agreeing on new objectives, and establishing a plan for performance improvement.
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Performance Management Aimed at improving organisational performance Performance Appraisal How well an employee is doing their job PM vs. PA
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Diagram from
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“Appraisal nirvana is still a long way off: Many companies are still terrible at the basics.” (Hill, 2012 p.10)
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Review Questions In your own words 1. What is performance management (PM)? 2. Why is PM important to organisations? 3. How does PM differ from performance appraisal (PA)? Image from - ensure-their-meat-is-not-halal/question-mark-nothing/
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