Performance Management Study Notes
Heriot-Watt University
Edinburgh Business School
MSc. Human Resource Management
Module One: Performance Management and Reward Systems in Context 3 Module Two: The Performance Management Process 9 Module Three: Performance Management And Strategic Planning 13 Module Four: Defining Performance and Choosing a Measurement Approach 18 Module Five: Measuring Results and Behaviours 21 Module Six: Gathering Performance Information 25 Module Seven: Implementing a Performance Management System 30 Module Eight: Performance Management and Employee Development 36 Module Nine: Performance Management Skills 40 Module Ten: Reward Systems and Legal Systems 46 Module Eleven: Managing Team Performance 52
A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals.
A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals.
Module One: Performance Management and Reward Systems in Context
Definition of Performance Management:
It has 2 main Components: a) Continuous process: an ongoing - never ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback b) Strategic Congruence: managers must ensure that employees’ activities and outputs are congruent with the organisation’s goals – gain a competitive advantage – PMS creates the direct link & explicit the employee’s contribution
Distinguish between PM and Performance Appraisal: PA is just a part of the whole
The Performance Management Contribution
1 Motivation to perform is increased | | Recognition of past success – fuel for future accomplishments | 2 Self-esteem is increased | | Feedback fulfils the basic need of
Edinburgh Business School
MSc. Human Resource Management
Module One: Performance Management and Reward Systems in Context 3 Module Two: The Performance Management Process 9 Module Three: Performance Management And Strategic Planning 13 Module Four: Defining Performance and Choosing a Measurement Approach 18 Module Five: Measuring Results and Behaviours 21 Module Six: Gathering Performance Information 25 Module Seven: Implementing a Performance Management System 30 Module Eight: Performance Management and Employee Development 36 Module Nine: Performance Management Skills 40 Module Ten: Reward Systems and Legal Systems 46 Module Eleven: Managing Team Performance 52
A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals.
A continuous process of: * Identifying * Measuring * Developing performance in organizations by linking individual’s performance and objectives to the organization’s overall mission and goals.
Module One: Performance Management and Reward Systems in Context
Definition of Performance Management:
It has 2 main Components: a) Continuous process: an ongoing - never ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback b) Strategic Congruence: managers must ensure that employees’ activities and outputs are congruent with the organisation’s goals – gain a competitive advantage – PMS creates the direct link & explicit the employee’s contribution
Distinguish between PM and Performance Appraisal: PA is just a part of the whole
The Performance Management Contribution
1 Motivation to perform is increased | | Recognition of past success – fuel for future accomplishments | 2 Self-esteem is increased | | Feedback fulfils the basic need of