Performance ManagementPerformance Management Process:
Performance Management Process
Prerequisites
Knowledge of the job in question
Herman Aguinis, University of Colorado at Denver
Knowledge of mission
and strategic goals
Where organization is going
Mission and Goals
B. Knowledge of the job
Job analysis of key components
Activities, tasks, products, services, processes
KSAs required to do the job
Knowledge
Skills
Abilities
Job Description
Job duties
Generic Job Descriptions
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Job analysis
Interviews
Observation
Job analysis follow-up
All incumbents should
review information and
Performance Planning:
Key Accountabilities
for which
Specific Objectives
Performance Standards
“Yardstick” to evaluate how well employees have achieved each objective
Information on acceptable and unacceptable performance, such as
quality
quantity
cost
time
Performance Planning:
Herman Aguinis, University of Colorado at Denver
Performance Planning:
Herman Aguinis, University of Colorado at Denver
Performance Planning:
Development Plan
Herman Aguinis, University of Colorado at Denver
Performance Execution:
Employee Responsibilities
Communication with supervisor
Preparing for performance reviews
Performance Execution:
Manager Responsibilities
Performance Assessment
Manager assessment
Herman Aguinis, University of Colorado at Denver
Multiple Assessments Are Necessary
Performance Review
Herman Aguinis, University of Colorado at Denver
Six Steps for Conducting
Solicit feedback
Herman Aguinis, University of Colorado at Denver
Six Steps for Conducting
Productive Performance Reviews
Explain how skills used in past achievements can help overcome any performance problems
Agree on an action plan
Set a follow-up meeting and agree on behaviors, actions, attitudes to be evaluated
Herman Aguinis, University of Colorado at Denver
Performance Renewal and
Uses insights and information from previous phases
Cycle begins again
Performance Management Process
Summary: Key Points
Links between components must be clear