Module 3 a Chapter 10

Strategic Performance Management

Need something to lift your spirits today? Think about this

If you woke up this morning with more health than illness you are more blessed than the million who will not survive this week. If you have never experienced the danger of battle, the loneliness of imprisonment, the agony of torture, or the pangs of starvation

you are ahead of 500 million people in the world.

If you have food in the refrigerator, clothes on your back, a roof overhead and a place to sleep you are richer than 75% of the world.

If you have money in the bank, in your wallet and spare change
in a dish someplace you are among the top 8% of the worlds wealthy. If your parents are still alive and still married

you are very rare, even in the United States, Canada or Australia

Arent we blessed!! Make the most of your day.

Feedback on your feedback

What you like:
Different activities, interesting & informative, class discussions and applications, discussions, examples, use of different learning methods (visual, talking reading), revision, coverage of learning objectives, YouTube clips, class involvement, decent break, straight to the point, clear, easy to understand slides and explanation of topics, class interaction, assignment based.

What you DONT like:

3 hours is too long, 3hours too long, 3 hours too long. Not having the slides available to print off before workshop (2), group work/debate exercises (1), too many class exercises (2), small group discussions (1), directly reading off slides (1)

Feedback on your feedback

What you would like us to do during workshops:
planning good framework for a ???, tell us about the work we are going to do in the assignment, cover objectives, examples of content, assignment content, generally happy with the way the workshops are run and structured currently, go through each learning objective for module, general class discussions, more group work to get to know other students, would be good if the slides shown during the workshop are available to be printed so I can take additional notes around the content of the slides, discuss more, exam relevant,

Slides OK (18/19) Want more (1/19) Class discussions OK (14/19) Want more (3/19) Want less (2/19) YouTube OK (14/19) Want more (4/19), Want less (1/19)

Strategies to address your needs:

Workshop duration decrease to 2 hours later start?? Slides made available late Monday afternoons before workshop Continue with amount of slides, class discussions, YouTube majority rules! Continue linking theory to assessments Continue with revision questions Any other suggestions?

1.

The systematic training process comprises four main steps: 1. diagnostic assessment, training process, training output, evaluation 2. training needs analysis, training input, the training process, training output 3. session plan, the training process, summative assessment, performance output 4. training needs analysis, the training process, training output , training evaluation Answer: Page: 242

Review questions

The three types of capital that are associated with organisations having competitive advantage are: 1. Cultural capital, finance capital, management capital 2. Human capital, management capital, organisational capital 3. Societal capital, human resource capital, cultural capital 4. Social capital, cultural capital, human capital
Answer: Page 6.

Review questions

An organisation wants to change their recruitment process. To respond, HR firstly designs a new application form and will slowly introduce new strategies over the coming year. This is an example of incremental change True or false? A company that practices human-centred HRM and has positive reputation to produce a work environment that is ethical, benefits society, supports, develops and recognises the cognitive affective and behavioural qualities of their people, maintains high trust and knows and endeavours to meet each persons needs is termed: 1. a best practice employer 2. an equal opportunity employer 3. An employer of choice 4. A dynamic
2. employer P. 220

Review questions
The strategic planning process entails developing long-term organisational plans. A small team of managers and external consultants employed by Fun4You, a toy manufacturer, discovered that the organisations competitors were mainly producing computer games and electronic toys for the 7 year to adulthood market. They also discovered that the parents of children under the age of 5 wanted toys for their children that were educational and developed their motor skills. As a result Fun4You decided to have a strategic goal for the next two years of manufacturing educational toys for under 5s. This decision was based on: 1. 1. an internal analysis 2. 2. an external analysis 3. 3. an analysis of the strengths of the organisation 4. 4. an analysis of the weaknesses of the organisation Answer: Page: 266

Review questions
What is the aim of recruitment What is the aim of selection Name 2 methods of selection and explain the advantages and disadvantages of these methods

Lecture objectives
Define and discuss performance and performance management; Describe the dimensions of performance management Discuss performance appraisal as part of the performance management process Discuss conventional and contemporary methods of performance appraisal Explain the aspects of performance appraisal that should be considered before appraisals are conducted

Performance management
http://www.youtube.com/watch?v=rGZ1HfvHU_o&feature=autoplay&list=QL&index=1&playnext=2

Performance management: A collective range of activities conducted by an organisation aimed at enhancing performance

individual performance = organisational performance Performance management can be conducted at the team or individual level (or both)
Group performance = the process of individuals interacting as a group and the outcomes of such a process.

Discussion

Discussion
You are required to evaluate the performance of the Toowoomba Police Department. What criteria will you use to measure the Departments performance? How will the individual performance of police officers influence this measurement?

The performance management process

Despite the importance of PM, most companies fail to identify the link between performance management and organisational strategy Aguilar (2003) identified some critical dimensions of performance management:
Strategic planning Performance criteria and measures Taking action Organisational culture

Performance appraisal
Performance appraisal: A formal and mutually agreed upon system of planning and reviewing employee performance Put simply, it is the reviewing, evaluating and planning of individual or group performance Appraisals are part of the PM process:
1. How well are employees doing their job? 2. Communicate this to employees 3. Establish a plan to build on strengths and fill performance gaps 4. Implement this plan 5. Training and development

Performance appraisal v. performance management

Performance appraisal is both distinct from performance management and a part of it
Performance appraisal is focused on the planning and reviewing of individual performance and is a subset of performance management Performance management is concerned with organisational performance improvement through various HRM functions and procedures including performance appraisal.

Considerations in the performance appraisal process

HR managers should adopt the contemporary view of performance appraisal and view it as a dynamic development process 1. Define the performance criteria 2. Facilitate discussion regarding the performance review 3. Identify training and development needs

4. Reward good performance

Refer to Figure 10.4 to understand how performance appraisals can lead to improved organisational performance

Output: deliver required tasks Implement T & D learn to perform the job properly

Performance appraisal: Review

Conduct training & development

Plan how to fill performance gaps

How do performance appraisals link with other HRM functions?

Performance appraisal tips for success

http://www.youtube.com/watch?v=E34Zt1cEpFA&feature=BF&playnext=1&list=QL&index=1

Although formal performance appraisals are held only annually, half yearly or quarterly, ongoing performance conversations should be occuring so that there are no surprises in the appraisal meeting. Before the meeting
Preparation is imperative (i.e. data from the HRIS) SMART method of goal setting (specific purpose)

During the meeting

Elicit input from the employee Strategically communicate and provide feedback

After the meeting

Feedback/outcomes must be put into practice

Performance appraisal methods

These methods can be used alone or combined The method chosen will be dependent on the situation
Graphic rating scale Grading Management by objectives Critical incident method BARS Behaviour observation scale Essay description 360 feedback
http://www.youtube.com/watch?v=AySMxUlR CVs

Upward appraisal Customer appraisal Team-based appraisal

Class exercise
Explain which performance appraisal method you will use for the following jobs:
Group 1: CEO of a large, multinational company Group 2: Telemarketer Group 3: Lecturer Group 4: Office cleaners Group 5: Building inspector Explain why you choose the method/s and how you will apply the method

Disciplining employees

Disciplinary procedures should not be part of the performance management process

Purpose of performance management is to review employee performance for continuous improvement Purpose of disciplinary procedures is to make it clear to an employee when they have engaged in unacceptable behaviours

 Conducting an effective appraisal is always important. However, an appraisal can have life-and-death implications when youre dealing with unstable employees, particularly those who must be dismissed. An employee of a US Postal Service station was terminated. The employee came back and shot and killed several managers who had been instrumental in the former employees dismissal. It turned out this person had a history as a troublemaker and that many clues regarding his unstable nature over many years had been ignored. Questions: 1. Could a company with an effective appraisal process have missed so many signals of instability over several years? Why? Why not? 2. What safeguards would you build into your appraisal process to avoid missing such potentially tragic signs of instability and danger? 3. What would you do if confronted during an appraisal interview by someone who began making threats regarding the use of firearms?
(Source: Dessler, 2013 p.185)

Case incident

Next 2 weeks
Recess Please finalise your assignments Submission page opens 1 April 2013 Enjoy the Easter break!