chapter -1 performance management
TRANSCRIPT
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CHAPTER -1
Performance
Management
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Performance Management and Reward Systems
in Context
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Overview
➢ 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
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Definition of PM
1. Continuous Process of✓ Identifying
✓ Measuring
✓ Developing
The performance of individuals and teams
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Definition of PM (continued)
and
2.Aligning performance
with
Strategic Goals of the organization
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Performance Management
is NOT
performance appraisal
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PM is NOT performance appraisal
◼ Performance Management•Strategic business considerations
•Driven by line manager
•Ongoing feedback
◼ So employee can improve performance
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PM is NOT performance appraisal
◼ Performance Appraisal•Driven by HR
•Assesses employee◼ Strengths &
◼ Weaknesses
•Once a year
•Lacks ongoing feedback
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Contributions of Performance Management
For Employees
✓ Clarify definitions of
✓job
✓success criteria
✓ Increase motivation to perform
✓ Increase self-esteem
✓ Enhance self-insight and development
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Contributions of Performance Management
For Managers
✓ Communicate supervisors’ views of performance more clearly
✓ Managers gain insight about subordinates
✓ Better and more timely differentiation between good and poor performers
✓ Employees become more competent
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Contributions of Performance ManagementFor Organization/HR Function
✓ Clarify organizational goals
✓ Facilitate organizational change
✓ Fairer, more appropriate administrative actions
✓ Better protection from lawsuits
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Disadvantages/Dangers of Poorly-implemented
PM Systems
For Employees
◼ Lowered self-esteem
◼ Employee burnout and job dissatisfaction
◼ Damaged relationships
◼ Use of false or misleading information
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Disadvantages/Dangers of Poorly-implemented PM Systems
For Managers
◼ Increased turnover
◼ Decreased motivation to perform
◼ Unjustified demands on managers’ resources
◼ Varying and unfair standards and ratings
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Disadvantages/Dangers of Poorly-implemented
PM Systems
For Organization
◼ Wasted time and money
◼ Unclear ratings system
◼ Emerging biases
◼ Increased risk of litigation
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Reward Systems
DefinitionSet of mechanisms for distributing
➢ Tangible returns
and
➢ Intangible or relational returns
As part of an employment relationship
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Reward Systems
Tangible returns
➢ Cash compensation
➢Base pay
➢Cost-of-Living & Contingent Pay
➢Incentives (short- and long-term)
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Reward Systems
Tangible returns (continued)
➢ Benefits, such as
➢Income Protection
➢Allowances
➢Work/life focus
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Reward Systems
Intangible returns
➢ Relational returns, such as
➢Recognition and status
➢Employment security
➢Challenging work
➢Learning opportunities
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Returns with Low Dependencyon the
Performance Management System
▪ Cost of Living Adjustment
▪ Income Protection
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Returns with Moderate Dependency
on the
Performance Management System
▪ Work/Life Focus
▪ Allowances
▪ Relational Returns
▪ Base Pay
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Returns with High Dependency
on the
Performance Management System
▪ Contingent Pay
▪ Short-term Incentives
▪ Long-term Incentives
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Purposes of PM Systems:
Overview
➢ Strategic
➢ Administrative
➢ Informational
➢ Developmental
➢ Organizational maintenance
➢ Documentational
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Strategic Purpose
➢ Link individual goals with organization’s goals
➢ Communicate most crucial business strategic initiatives
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Administrative Purpose
➢ Provide information for making decisions re:
➢Salary adjustments
➢Promotions
➢Retention or termination
➢Recognition of individual performance
➢Layoffs
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Informational Purpose
Communicate to Employees:
➢ Expectations
➢ What is important
➢ How they are doing
➢ How to improve
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Developmental Purpose
➢ Performance feedback/coaching
➢ Identification of individual strengths and weaknesses
➢ Causes of performance deficiencies
➢ Tailor development of individual career path
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Organizational Maintenance Purpose
➢ Plan effective workforce
➢ Assess future training needs
➢ Evaluate performance at organizational level
➢ Evaluate effectiveness of HR interventions
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Documentational Purpose
➢ Validate selection instruments
➢ Document administrative decisions
➢ Help meet legal requirements
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An Ideal PM System:
14 Characteristics
1. Congruent with organizational strategy
2. Thorough
3. Practical
4. Meaningful
5. Specific
6. Identifies effective/ ineffective performance
7. Reliable
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An Ideal PM System:
14 Characteristics (continued)
8. Valid
9. Acceptable and Fair
10. Inclusive
11. Open (No Secrets)
12. Correctable
13. Standardized
14. Ethical
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Congruent with organizational strategy
◼ Consistent with organization’s strategy
◼ Aligned with unit and organizational goals
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Thorough
◼ 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
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Practical
◼ Available
◼ Easy to use
◼ Acceptable to decision makers
◼ Benefits outweigh costs
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Meaningful
◼ 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
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Specific
Concrete and detailed guidance to employees
• What’s expected • How to meet the expectations
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Identifies
effective and ineffective
performance
◼ Distinguish between effective and ineffective
• Behaviors
• Results
◼ Provide ability to identify employees with various levels of performance
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Reliable
◼ Consistent
◼ Free of error
◼ Inter-rater reliability
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Valid
◼ Relevant (measures what is important)
◼ Not deficient (doesn’t measure unimportant facets of job)
◼ Not contaminated (only measures what the employee can control)
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Acceptable and Fair
◼ Perception of DistributiveJustice• Work performed → Evaluation received → Reward
◼ Perception of Procedural Justice
•Fairness of procedures used to:
◼ Determine ratings
◼ Link ratings to rewards
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Inclusive
◼ 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
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Open (No Secrets)
◼ Frequent, ongoing evaluations and feedback
◼ 2-way communications in appraisal meeting
◼ Clear standards, ongoing communication
◼ Communications are factual, open, honest
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Correctable
◼ Recognizes that human judgment is fallible
◼ Appeals process provided
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Standardized
◼ Ongoing training of managers to provide
◼ Consistent evaluations across
• People
• Time
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Ethical
◼ Supervisor suppresses self-interest
◼ Supervisor rates only where she has sufficient information about the performance dimension
◼ Supervisor respects employee privacy
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Integration with other
Human Resources
and Development Activities
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◼ PM provides information for:
•Development of training to meet organizational needs
•Workforce planning
•Recruitment and hiring decisions
•Development of compensation systems
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Performance Management
Process
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Overview
➢ Prerequisites➢ Performance Planning➢ Performance Execution➢ Performance Assessment➢ Performance Review➢ Performance Renewal and
Recontracting
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Performance Management Process
Performance
Review
Performance
Renewal and
Recontracting
Performance
Assessment
Performance
Execution
Performance
PlanningPrerequisites
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Prerequisites
A. Knowledge of the organization’s mission and strategic goals
B. Knowledge of the job in question
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A. 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
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Mission and Goals
Cascade effect throughout organization
Organization →Unit →Employee
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B. Knowledge of the job
◼ Job analysis of key components
• Activities
• Tasks
• Products
• Services
• Processes
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B. Knowledge of the job (continued)
◼ KSAs required to do the job
• Knowledge
• Skills
• Abilities
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Job Description
◼ Job duties
◼ KSAs
◼ Working conditions
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Generic Job Descriptions
Occupational Informational Network (O*Net)
http://online.onetcenter.org/
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Job analysis
◼ Use a variety of tools
• Interviews
•Observation
•Questionnaires (available on Internet)
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Job analysis follow-up
◼ All incumbents should
• review information and
•provide feedback
re:
•Task
◼ Frequency
◼ Criticality
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Performance Planning:
Results
✓Key accountabilities
✓Specific objectives
✓Performance standards
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Key Accountabilities
Broad areas of a job for which
the employee is responsible
for producing results
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Specific Objectives
▪ Statements of outcomes
▪ Important
▪Measurable
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Performance Standards
◼ “Yardstick” to evaluate how well employees have achieved each objective
◼ Information on acceptable and unacceptable performance, such as
❑quality
❑quantity
❑cost
❑time
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Performance Planning:
Behaviors
➢ How a job is done
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Performance Planning:
Competencies
◼ Measurable clusters of KSAs
◼ Critical in determining how results will be achieved
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Performance Planning:
Development Plan
▪ Areas for improvement
▪ Goals to be achieved in each area of improvement
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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
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Performance Execution:
Manager Responsibilities
◼ Observation and documentation
◼ Updates
◼ Feedback
◼ Resources
◼ Reinforcement
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Performance Assessment
◼ Manager assessment
◼ Self-assessment
◼ Other sources (e.g., peers, customers, etc.)
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Multiple Assessments Are
Necessary
➢ Increase employee ownership
➢ Increase commitment
➢ Provide information
➢ Ensure mutual understanding
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Performance ReviewOverview of Appraisal Meeting
◼ Past
• Behaviors and results
◼ Present
• Compensation to be received
◼ Future
• New goals and development plans
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Six Steps for Conducting
Productive Performance Reviews
1. Identify what the employee has done well and poorly
2. Solicit feedback
3. Discuss the implications of changing behaviors
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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
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Performance Renewal and
Recontracting
◼ Same as/different from Performance Planning
•Uses insights and information from previous phases
•Cycle begins again
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Performance Management ProcessSummary: Key Points
✓ Ongoing process
✓ Each component is important
❖If one is implemented poorly, whole system suffers
✓ Links between components must be clear
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Overview
➢ Definition and Purposes of Strategic Planning
➢ Linking Performance Management to the Strategic Plan• Strategic Planning
• Developing Strategic Plans at the Unit Level
• Job Descriptions
• Individual and Team Performance
➢ Building Support
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Strategic Planning: Definition
◼ Process
•Describe the organization’s destination
•Assess barriers
•Select approaches for moving forward
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Strategic Planning: Goal
◼ Allocate resources to provide the organization with competitive advantage
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Strategic Planning: Purposes
✓ Help define the organization’s identity
✓ Help the organization prepare for the future
✓ Enhance the ability to adapt to environmental change
✓ Provide focus and allow for better allocation of resources
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Strategic Planning: Purposes (Continued)
✓ Produce an organizational culture of cooperation
✓ Allow for the consideration of new options and opportunities
✓ Provide employees with information to direct daily activities
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Strategic Planning : Overview
1. Environmental Analysis
2. Mission
3. Vision
4. Goals
5. Strategies
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Environmental Analysis
Identifies external and internal trends
◼ To understand broad industry issues
◼ To make decisions using “big picture” context
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External Trends
◼ Opportunities:• Environmental characteristics that
can help the organization succeed
◼ Threats: • Environmental characteristics that
can prevent the organization from being successful
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External Trends—Factors to Consider
◼ Economic
◼ Political/Legal
◼ Social
◼ Technological
◼ Competitors
◼ Customers
◼ Suppliers
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Internal Trends
◼ Strengths:• Internal characteristics that the
organization can use for its advantage
◼ Weaknesses:• Internal characteristics that can
hinder the success of the organization
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Internal Trends—Factors to Consider
◼ Organizational structure
◼ Organizational culture
◼ Politics
◼ Processes
◼ Size
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Gap Analysis
Analyzes:External environment
(opportunities and threats)vis-à-vis
Internal environment(strengths and weaknesses)
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Gap Analysis Determines:
➢Opportunity + Strength = Leverage
➢Opportunity + Weakness = Constraint
➢Threat + Strength = Vulnerability
➢Threat + Weakness = Problem
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Strategic Planning for the
Organization
Environmental and Gap Analyses provide information for organizations to decide:➢Who they are➢What they do
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Mission
A good mission statement answers:
✓ Why does the organization exist?
✓ What is the scope of the organization’s activities?
✓ Who are the customers served?
✓ What are the products or services offered?
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Mission Statement contains:
Information on an organization’s▪ Basic product/service to be offered▪ Primary market/customer groups▪ Unique benefits and advantages of
product/services▪ Technology to be used▪ Concern for survival through
growth and profitability
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Mission Statement May
Contain:
Information on an organization’s values and beliefs
▪ Managerial philosophy
▪ Public image sought by organization
▪ Self-concept of business adopted by
• Employees
• Stockholders
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Vision
◼ Statement of future aspirations◼ Focuses attention on what is
important◼ Provides context for evaluating
•Opportunities•Threats
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A Good Vision Statement:
Eight Characteristics
1. Brief
2. Verifiable
3. Bound by a Timeline
4. Current
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A Good Vision Statement:
Eight Characteristics (Continued)
5. Focused6. Understandable7. Inspiring8. A stretch
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Purposes for Setting Goals
◼ Formalize expected achievements
◼ Provide motivation
◼ Provide tangible targets
◼ Provide the basis for good decisions
◼ Provide the basis for performance measurement
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Strategies
◼ Create strategies, game plans or “How to” procedures to address issues of:• Growth• Survival• Turnaround• Stability• Innovation• Leadership
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How the HR Function
Contributes:
◼ Communicate knowledge of strategic plan
◼ Provide knowledge of KSAs needed for strategy implementation
◼ Propose reward systems
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Strategic Plans at the Unit Level
◼ Every Unit mission statement, vision statement, goals, and strategies
Must clearly align withand be congruent with
◼ the Organization’s mission statement, vision statement, goals, and strategies
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Alignment of Strategic Plan with
Performance
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Job Description
Tasks, KSAs
Individual and Team Performance
Results, Behaviors, Developmental Plan
Organization’s Strategic PlanMission, Vision, Goals, Strategies
Unit’s Strategic PlanMission, Vision, Goals, Strategies
Critical to involve all
levels of
management
Critical to involve all
employees
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Strategic Consensus
◼ Definition: The state in which various organizational units agree on a common set of strategic priorities
•Predicts firm performance
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Two Ways to Achieve Strategic Consensus
◼ Strategies → Goals
vs.
◼ Goals → Strategies
• Strategies → Goals better predicts
firm performance
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Job Descriptions
◼ Tasks and KSAs are congruent with Organization and Unit strategic plans.
◼ Activities described support mission and vision of Organization and Unit.
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Individual and Team Performance
Organization and Unit mission, vision, goals lead to:
➢ Performance management system, which:
✓Motivates employees
✓Aligns development plans with organization priorities
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Strategic Plan →Six Choices in PM System Design
1. Criteria (Behavior vs. Results)
2. Participation (Low vs. High)
3. Temporal Dimension (Short Term vs. Long Term)
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Strategic Plan →Six Choices in PM System Design
(Continued)
4. Level of Criteria (Individual vs. Team/Group)
5. System Orientation (Developmental vs. Administrative)
6. Rewards (Pay for Performance vs. Tenure/Position)
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Building Support—Answering “What’s in It for Me?”
◼ For top management support:
• Emphasize that PM helps carry out an organization’s vision
◼ For support from all levels:
• Clearly communicate nature and consequences of PM
• Involve employees in the process of PM design and implementation
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