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RESOURCE MANAGEMENT
Performance Management
Anisa Sultana
Dr. Hilary Duckett
Performance Management:
Definition
a systematic process for improving
organizational performance by developing
the performance of individuals and teams
a means of getting better results by
understanding and managing performance
within an agreed framework of planned
goals,
standards
and
competency
requirements.
Armstrong, M. (2006)
PERFORMANCE MANAGEMENT
CYCLE
2. PLAN TO
FACILITATE
PERFORMANCE
1. CLARIFY
EXPECTATIONS
(Setting goals and
measures)
6. RECOGNISE
GOOD
PERFORMANCE
3. MONITOR
PERFORMANCE
4. PROVIDE
FEEDBACK
5. COACH,
COUNSEL AND
SUPPORT
PERFORMANCE MANAGEMENT
CYCLE
1. CLARIFY EXPECTATIONS
(Setting goals and measures)
Ensure that the employee understands what
is expected of him/her.
Set performance objectives and measures.
Ensure a two-way dialogue during this
phase.
PERFORMANCE MANAGEMENT
CYCLE
2. PLAN TO FACILITATE PERFORMANCE
Identify any interventions necessary to
improve the subordinates performance.
This can include resources, delegation of
authority, additional human resources,
training and development, etc.
PERFORMANCE MANAGEMENT
CYCLE
3. MONITOR PERFORMANCE
Management by wandering around
Ongoing performance meetings
Telephone calls
Written reports.
PERFORMANCE MANAGEMENT
CYCLE
4. PROVIDE FEEDBACK
Provide consequences for performance
(praise/recognition or reprimanding)
Redirect efforts of the subordinate if necessary
FEEDBACK IS THE BREAKFAST OF
CHAMPIONS
PERFORMANCE MANAGEMENT
CYCLE
5. COACH, COUNSEL AND SUPPORT
Coach the subordinate where a serious
performance deficit is revealed.
Counsel the subordinate and offer solutions to
overcome personal/interpersonal problems.
Support subordinates and ensure that they
know that you have confidence in them.
PERFORMANCE MANAGEMENT
CYCLE
6. RECOGNISE GOOD PERFORMANCE
Good performance should be followed by
positive consequences.
There should be a clear link between good
performance and reward in the organization.
BEHAVIOUR IS A FUNCTION OF ITS
CONSEQUENCES - Prof BF Skinner
References
Armstrong, M (1999) HRM Practice, Kogan Page
Armstrong, M. (2006) A Handbook of HRM Practice, Kogan Page
Armstrong, M and Baron A 2003 Managing Performance:
Performance in Action, CIPD
CIPD (2005) Performance Management, Survey report September
2005. CIPD
CIPD (2011) Performance Appraisal Factsheet
http://www.cipd.co.uk/hr-resources/factsheets/performanceappraisal.aspx Accessed 27/7/11
Cornelius, N (1999) HRM A Managerial Perspective, International
Thomson Business Press, London
Parker, C and Stone, B (2003) Developing Management Skills for
Leadership, FT Prentice-Hall: Harlow
END
OF
THE
CHAPTER