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Fundamentals of Public Administration

MPA - 406

FACILITATORProf. Dr. Mohammad Majid Mahmood

Lecture – 20

Reflections

Career Development

• Ongoing process by which individuals progress through series of changes.

Career

• Traditional Career

• Protean Career– Frequently changing based on changes in the

person and changes in the work environment

Job Changes within the Organization

6

TransferTransferA horizontal move to a position with

about the same salary and organizational level.

A horizontal move to a position with about the same salary and

organizational level.

DemotionDemotionThe downgrading or reassignment

of an employee to a position with less responsibility.

The downgrading or reassignment of an employee to a position

with less responsibility.

PromotionPromotion An upward move to a position with more authority, responsibility, and pay. An upward move to a position with

more authority, responsibility, and pay.

Separations

7

TerminationTermination

ResignationResignation Permanent separation of an employeeArranged by employeePermanent separation of an employeeArranged by employee

LayoffLayoff

RetirementRetirement

Temporary separation of an employeeArranged by employerTemporary separation of an employeeArranged by employer

Permanent separation of an employee Arranged by employerPermanent separation of an employee Arranged by employer

Separation of an employee at the end of his or her career Separation of an employee at the end of his or her career

Career Management - CHALLENGES

• A major challenge is how to balance advancing current employees’ careers with simultaneously attracting and acquiring employees with new skills.

• Any other…….

HRD - challenges

Consider the following situations:

1. The athlete searching for a coach who really understands him.2. The student waiting to see his guidance counselor at university.3. The worker who has just begun working for a new boss.4. A self-managing work-team and a supervisor about to meet to discuss

objectives for the next quarter.

Q:What do these situations have in common?

Q: What do these situations have in common?A: The need to manage performance effectively.

• Think of performance management as a kind of compass.• Like a compass, the job of the manager or athlete coach, or

university guidance counselor is to indicate where the individual or team is now, and to help focus attention and effort on the desired direction.

What is Performance Management?

It’s all about what people do, how they do it and assessing results.

Performance Management

• Aguinis (2012) defines: PM 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

Performance Management is an integrated approach to delivering sustained success to

organisations by improving the performance of people who work in them and by developing

the capabilities of teams and individual contributions (Armstrong & Baron).

What is Performance Management?

Your Experience

Think about your last review:

– What thoughts come to mind?

– What went right, what went wrong?

What do Employees Expect?

• Positive/constructive feedback on a regular basis

• Involvement in goal setting

• Be treated fairly and consistently

• Sharing of information and resources

• Job/career enrichment opportunities

Elements of a Performance Management System

TO ENERGIZE EMPLOYEE

PERFORMANCE

Define PerformanceSet objectives

Facilitate PerformanceProvide resources

Encourage PerformanceProvide timely rewards

that are valued by employees

Rating Scale

4 - Excellent (Exceeds Standards)

3 - Good (Fully Meets Standards)

2 – Acceptable (Usually Meets Standards)

1 – Unsatisfactory (Fails to Meet Standards)

Performance Appraisal Methods

• Ranking Method– Ranking employees from best to worst on a

particular characteristic, choosing highest, then lowest, until all are ranked.

• Paired Comparison Method – Ranking employees by making a chart of all

possible pairs of the employees for each characteristic and indicating which is the better employee of the pair.

360 Degree Feedback

Internal Customers

“Boss”

Colleagues

External Customers

Team Members

Self

Feedback collected

from

Comparing with Desired Criteria

• The actual performance is compared with the desired or performance criteria.

• The result can show the actual performance being more than the desired performance or, the actual performance being less than the desired performance depicting a negative deviation in the organizational performance

Potential Rating Scale Appraisal Problems

• Unclear standards– An appraisal that is too open to interpretation.

• Halo effect– Occurs when a supervisor’s rating of a subordinate on one

characteristic biases the rating of that person on other characteristics.

• Central tendency– A tendency to rate all employees the same way, such as rating them all

average.

Potential Rating Scale Appraisal Problems

• Strictness/leniency– The problem that occurs when a supervisor has a

tendency to rate all subordinates either high or low.

• Bias– The tendency to allow individual differences such

as age, race, and gender to affect the appraisal ratings.

They hope the problem might go away by itself Lack of confidence A fear that if the problem is highlighted, more problems might

come up A fear of confrontation Worry that working relationships might be damaged Fear of being challenged Lack of time Not knowing where to start Lack of understanding that a performance issue exists Lack of support

REASONS WHY MANAGERS SOMETIMES DO NOT ADDRESS PROBLEMS

Conclusion

FACILITATOR

Dr. Mohammad Majid Mahmood