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SPHRi Talent Development Part 2 Performance Management - Coggle Diagram
SPHRi
Talent Development
Part 2 Performance Management
Managing Performance in Cross Culture Context
Performance Appraisal
Performance Development
PM System
Managing Job Performance
Contextual Performance:
Interpersonal citizenship behaviors
: helping& cooperating with others.
Org. citizenship behaviors
: endorsing, supporting& defending org. objectives, following org. rules and procedures.
Job/task behaviors
: Persisting with enthusiasm& extra effort as to complete own task activities successfully
Job Performance Management Process:
Performance planning: objectives, standards
Performance monitoring: day-to-day management behavior.
Performance appraisal: measure which degree accomplishes requirements.
Performance development: ongoing cyclical process, develop, maintain skill, knowledge, and performance.
Task Performance:
Declarative Knowledge
: fact, principles, goals, self- knowledge.
2.
Procedural Knowledge and Skill
: cognitive skill, psychomotor, physical skill, self- management.
3.
Motivation
: choice to perform, level of effort, persistence of effort.
Managing Business Performance
Budgeting: goal setting is a key to budgeting.
Performance Measurement= performance metric= numerical information that quantifies input, output, products, services, and the overall org. outcomes.
Communicating and linking: communicate up and down the org, link to department and individual objectives.
Strategic Planning
Performance Appraisal:
Objectives:
Improvement
Coaching
Feedback
Rewards.
Staffing
Termination and legal document
Training
Challenges:
Distributive Justice
Procedural Justice
Interaction Justice
Process:
Conduct Job Analysis- Establish Performance Standard-Communicate the standard-Measuring the actual Performance-Comparing actual with the desired performance-discussing results- Decision Making
Performance Planning
Goal Setting:
Specific: outline exactly what we hope to accomplish, easily to understand, and be written.
Measurable: quantifiable, and help to evaluate. base in data.
Attainable: figure out the way we make it come true; a realistic chance that goals can be accomplished. It doesn't mean that the goal is easy.
The goal should be challenging, and be flexibility, if it can no longer be achieved, it should be abandoned.
Relevant: alignment
Individual goals should be consistent with the strategic and operational goals of org.
Short-term goal should be relevant with longer- term goals.
Time-bound: have a starting- ending point.
Employee Disciplinary Procedure