Chapter2 : Performance
Management
Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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Prerequisites
Knowledge of the organization’s
mission and strategic goals
Knowledge of the job
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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
• KSAs required to do the job
– Knowledge
– Skills
– Abilities
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Job Description
• Job duties
• KSAs
• Working conditions
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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
– Task
• Frequency
• Criticality
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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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Performance
Planning
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Results
• Broad areas of a job for which the
Key employee is responsible for producing
accountabilities results
• Statements of outcomes
Specific • Important
objectives • Measurable
• Measure” to evaluate how well employees
Performance have achieved each objective
standards • Information on acceptable and
unacceptable performance, such as
“quality, quantity ,cost &time
Herman Aguinis, University of Colorado at Denver
Behaviors
• How a job is done
• Behaviour criteria such as : communication
skill , attitude, customer service etc.
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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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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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
an
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Performance Execution:
Manager Responsibilities
• Observation and documentation
• Updates
• Feedback
• Resources
• Reinforcement
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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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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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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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Performance Review
Overview 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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Prerequisites
Performance Planning
Performance Execution
Performance
Assessment
Performance
Performance
Renewal and
Review
Recontracting
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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 Process
Summary: 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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Thank
You
Herman Aguinis, University of Colorado at Denver