PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENT Performance Management Performance management

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PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT Performance Management Performance management is an ongoing process that occurs throughout the

PERFORMANCE MANAGEMENT Performance Management Performance management is an ongoing process that occurs throughout the year to accomplish the strategic objectives of organization. Performance management includes: • To set objectives • Discuss the expectations with employees and performance standards • Make identification of goals • To provide feedback • Evaluating Results

COMPONENTS OF PERFORMANCE MANAGEMENT PLAN Career Development Create Individual Development Plan (IDP) Utilize rotations

COMPONENTS OF PERFORMANCE MANAGEMENT PLAN Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off -campus training Talent Discussion (Development) g in in ch a Co Recognition g Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas C ch oa

GAP IN PERFORMANCE

GAP IN PERFORMANCE

ADDRESS THE PERFORMANCE GAP BY PERFORMANCE MANAGEMENT

ADDRESS THE PERFORMANCE GAP BY PERFORMANCE MANAGEMENT

PERFORMANCE MANAGEMENT PLAN 1. Develop/Review Position Description 9. Merit Rewards Process 8. Discuss Possible

PERFORMANCE MANAGEMENT PLAN 1. Develop/Review Position Description 9. Merit Rewards Process 8. Discuss Possible Professional Development Plan 7. Formal Performance Evaluation (no surprises!) 6. Adjust Assignments as Needed 2. Establish Performance Expectations 3. Identify Tools and Training Needed 4. Ongoing Feedback and Communication 5. Handle Issues as they Arise.

SHORT TERM GOALS OF PERFORMANCE MANAGEMENT

SHORT TERM GOALS OF PERFORMANCE MANAGEMENT

LONG TERM GOALS

LONG TERM GOALS

PERMANENT CHANGE COMPONENTS IN PERFORMANCE MANAGEMENT PLAN

PERMANENT CHANGE COMPONENTS IN PERFORMANCE MANAGEMENT PLAN

TRIGGER POINTS FOR PERFORMANCE MANAGEMENT PLAN

TRIGGER POINTS FOR PERFORMANCE MANAGEMENT PLAN

TRAINING STRATEGY TO ADDRESS PERFORMANCE GAP

TRAINING STRATEGY TO ADDRESS PERFORMANCE GAP

REFERENCES Bartram, D. (2000). Internet Recruitment and Selection: Kissing Frogs to find Princes. International

REFERENCES Bartram, D. (2000). Internet Recruitment and Selection: Kissing Frogs to find Princes. International Journal of Selection and Assessment, 8 (4), 261– 274. Jackson, S. E. , Schuler, R. S. & Werner, S. (2011). Managing Human Resources (11 th ed. ). USA: Cengage Learning. Lewis, R. E. & Heckman, R. J. (2006). Talent management: A critical review. Human Resource Management Review, 16(2), pp. 139– 154. Mathis, R. L. & Jackson, J. H. (2011). Human Resource Management: Essential Perspectives (6 th ed. ). USA: Cengage Learning. Mazur, B. & Białostocka, P. (2010). Cultural Diversity in Organisational Theory and Practice. Journal of Intercultural Management, 2(2), 5– 15. Ng, E. S. W. & Wyrick, C. R. (2011). Motivational bases for managing diversity: A model of leadership commitment. Human Resource Management Review, 21, 368 -378. Schmitt, N. (2012). The Oxford Handbook of Personnel Assessment and Selection. USA: Oxford University Press.

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Freight Performance Measures Unit 4 Performance Measures PerformanceFreight Performance Measures Unit 4 Performance Measures Performance
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8 Performance Management and Evaluation Performance Measurement OBJECTIVE8 Performance Management and Evaluation Performance Measurement OBJECTIVE
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