2013 workshopmodule_3a

7/28/2019 2013 WorkshopModule_3a

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Module 3 a Chapter 10

Strategic

Performance

Management


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Need something to lift your spirits today? Think aboutthis

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 ofimprisonment, 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.


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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 tounderstand 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)


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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, assignmentcontent, generally happy with the way the workshops are run and structuredcurrently, go through each learning objective for module, general classdiscussions, more group work to get to know other students, would be goodif the slides shown during the workshop are available to be printed so I cantake additional notes around the content of the slides, discuss more, examrelevant,

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), Wantless (1/19)


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Strategies to address your needs:

Workshop duration decrease to 2 hours laterstart??

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?


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Review questions1. 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


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Review questionsThe three types of capital that are associated with organisations having competitive advantage are:

1. Cultural capital, finance capital, management capital2. Human capital, management capital, organisational capital

3. Societal capital, human resource capital, cultural capital

4. Social capital, cultural capital, human capital

Answer: Page 6.

An organisation wants to change their recruitment process. To respond, HR firstlydesigns 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 dynamicemployer

2. P. 220


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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 motorskills. 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


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Review questions

What is the aim of recruitment

What is the aim of selection

Name 2 methods of selection and explain theadvantages and disadvantages of these

methods


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Lecture objectives

Define and discuss performance and performancemanagement;

Describe the dimensions of performance

management

Discuss performance appraisal as part of theperformance management process

Discuss conventional and contemporary methods of

performance appraisal

Explain the aspects of performance appraisal thatshould be considered before appraisals are

conducted


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

Performance management: A collective range ofactivities conducted by an organisation aimed atenhancing performance

individual performance = organisationalperformance

Performance management can be conducted at the teamor individual level (or both)

Group performance = the process of individuals interacting as a

group and the outcomes of such a process.
http://www.youtube.com/watch?v=rGZ1HfvHU_o&feature=autoplay&list=QL&index=1&playnext=2http://www.youtube.com/watch?v=rGZ1HfvHU_o&feature=autoplay&list=QL&index=1&playnext=2


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Discussion


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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?


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The performance management process

Despite the importance of PM, most companies failto 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


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Performance appraisal

Performance appraisal: A formal and mutuallyagreed upon system of planning and reviewingemployee performance

Put simply, it is the reviewing, evaluating andplanning 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 gaps4. Implement this plan

5. Training and development


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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.


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Considerations in the performance appraisal

process

HR managers should adopt the contemporary view ofperformance appraisal and view it as a dynamic

development process

1. Define the performance criteria

2. Facilitate discussion regarding theperformance 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


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Performanceappraisal:

Review

Plan how tofill

performancegapsConducttraining &development

Implement T& D learn to

perform thejob properly

Output:deliver

requiredtasks


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How do performance appraisals link with other

HRM functions?


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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, ongoingperformance conversations should be occuring sothat 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 Afterthe meeting

Feedback/outcomes must be put into practice
http://www.youtube.com/watch?v=E34Zt1cEpFA&feature=BF&playnext=1&list=QL&index=1http://www.youtube.com/watch?v=E34Zt1cEpFA&feature=BF&playnext=1&list=QL&index=1


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Performance appraisal methods

These methods can be used alone or combined

The method chosen will be dependent on the

situation

Graphic rating scale Essay description

Grading 360 feedbackhttp://www.youtube.com/watch?v=AySMxUlR

CVs

Management by objectives Upward appraisal

Critical incident method Customer appraisalBARS Team-based appraisal

Behaviour observation

scale


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Class exercise

Explain which performance appraisal methodyou 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 youwill apply the method


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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


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Case incident Conducting an effective appraisal is always important. However, an

appraisal can have life-and-death implications when youre dealingwith unstable employees, particularly those who must bedismissed. An employee of a US Postal Service station wasterminated. The employee came back and shot and killed severalmanagers who had been instrumental in the former employeesdismissal. It turned out this person had a history as a troublemaker

and that many clues regarding his unstable nature over many yearshad been ignored.

Questions:

1. Could a company with an effective appraisal process have missedso many signals of instability over several years? Why? Why not?

2. What safeguards would you build into your appraisal process toavoid missing such potentially tragic signs of instability anddanger?

3. What would you do if confronted during an appraisal interview bysomeone who began making threats regarding the use offirearms?

(Source: Dessler, 2013 p.185)


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Next 2 weeks

Recess

Please finalise your assignments

Submission page opens 1 April 2013 Enjoy the Easter break!

2013 workshopmodule_3a

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