Performance Management

1. Performance Management Individual Behavior & Performance

2. Lesson Objective • Performance Appraisal Process • Training and Development Process

3. Performance Management • Performance Appraisal • System that provides a periodic review and evaluation of an individual's job performance • Rater and Ratee • Levels of Rating • Traits • Behaviors • Outcomes

4. Performance Management • Uses • Human Resource Planning- promotability • Recruitment and Selection- the criterion • Training and Development- employee weakness • Career Planning and Development- identify potential

5. Performance Management • Uses (continued) • Compensation- pay increases • Internal Employee Relations- justify HR decisions.

6. Performance Management Performance Appraisal Process Rate Employees Job Analysis Train Raters Performance Standards Performance Review Observe Work Behaviors Evaluate App. System Select Instrument

7. Performance Management • Performance Standards • Should fully describe satisfactory performance • Differentiates between acceptable and unacceptable results • Presents a challenge to the employee

8. Performance Management • Performance Standards • What does good performance look like? • What is the difference between good and poor performance? • What conditions exist when a duty is well performed? • Are there specific criteria that specify good performance, e.g, quantity, quality, timeliness, deadlines, safety? • Are the performance expectations meaningful and realistic? • What interpersonal and customer service behaviors are important in this job?? • Are these behaviors expected in your department to promote teamwork, etc.?

9. Performance Management

10. Performance Management • Common Rating Methods • Ranking • Narrative Essay • Graphic Rating Scales • Management By Objectives (MBO)

11. Performance Management • Rating Errors • Performance Appraisal is largely a subjective technique, and is prone to any number of rating errors. • Performance Appraisal is a “test” and is subject to the provisions of the Equal Employment Opportunity Commission

12. Performance Management • Rating Errors • Leniency / Severity • Central Tendency • Halo / Horn • Primacy / Recency • Bias / Stereotyping

13. Performance Management The term training and development represents three different types of activities: • Orientation • Training • Development

14. Performance Management Purposes • Improved productivity • Prevention of obsolescence (Peter Principle) • Preparation for higher level tasks • Development of individual's career plan

15. Performance Management Goldstein Training Model • Needs Assessment • Training and Development • Evaluation

16. Performance Management Goldstein Training Model Develop Criteria Training Media Needs Analysis Pretest Monitor Training Derive Objectives Conduct Training Post-test Evaluate Transfer

17. Performance Management • Needs Analysis • Organizational Analysis - long and short term goals • Task Analysis - job requirements for training • Person Analysis - employees performance discrepancies

18. Performance Management Derive objectives: • Behavioral- actions, movements, behaviors that are observable and measurable • Operational- specific results

19. Performance Management Learning Principles • Feedback + Immediacy • Modeling & Role-playing • Repetition & Over-learning • Part vs. Whole Learning

20. Performance Management Stimulus is Removed Stimulus is Introduced Prob. Of Behavior Increased Negative Reinforcement Positive Reinforcement Prob. Of Behavior Decreased Punishment Extinction

21. Performance Management Four levels of evaluation: • Reactions • Learning • Behavior • Results