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After completing this chapter, students will be able to: Identify the kinds of behaviors managers need to motivate in people, list principles for setting goals that motivate employees, summarize how to reward good performance effectively, describe the key beliefs that affect peoples’ motivation,. | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWENTY 1 Summary of Previous Lecture Appeals Process Types of Issues Judgmental Administrative Training programs for the acquisition of required skills Content Areas for rater training program Rater Error Training (RET) 2 Agenda of Today’s Lecture SECOND SESSIONAL EXAM WILL BE AFTER THIS LECTURE— SO AGENDA FOR TODAYS LECTURE IS “REVISION” ONLY. COURSE FOR SECOND SESSIONAL EXAM IS FROM ELEVENTH LECTURE TO TWENTIETH LECTURE. 3 CHAPTER 5 MEASURING RESULTS AND BEHAVIOR 4 Measuring Results If results approach is adopted, the following key question should be: What are the different areas in which this individual is expected to focus efforts(key accountability)? Within each area, what are the expected objectives? How do we know how well the results have been achieved(performance standards)? 5 Measuring Results (Contd.) The key accountability are broad areas of job for which the employee is responsible for producing results. A discussion | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWENTY 1 Summary of Previous Lecture Appeals Process Types of Issues Judgmental Administrative Training programs for the acquisition of required skills Content Areas for rater training program Rater Error Training (RET) 2 Agenda of Today’s Lecture SECOND SESSIONAL EXAM WILL BE AFTER THIS LECTURE— SO AGENDA FOR TODAYS LECTURE IS “REVISION” ONLY. COURSE FOR SECOND SESSIONAL EXAM IS FROM ELEVENTH LECTURE TO TWENTIETH LECTURE. 3 CHAPTER 5 MEASURING RESULTS AND BEHAVIOR 4 Measuring Results If results approach is adopted, the following key question should be: What are the different areas in which this individual is expected to focus efforts(key accountability)? Within each area, what are the expected objectives? How do we know how well the results have been achieved(performance standards)? 5 Measuring Results (Contd.) The key accountability are broad areas of job for which the employee is responsible for producing results. A discussion of results also include specific objectives that the employee will achieve as a part of each accountability. 6 Measuring Results (Contd.) Objectives are statements of important and measurable outcomes. Discussing results also means discussing performance standards. 7 Measuring Results (Contd.) A performance standard is the yardstick used to evaluate how ell employees have achieved each objective. Performance standard provide information on acceptable and unacceptable performance in relation to quality, quantity, cost and time. 8 Determining Accountabilities The first step in determining accountability is to collect information about the job. The primary source is of course the job description that has resulted from the job analysis and a consideration of unit and organization level strategic priorities. The job description provides information on the tasks performed. 9 Determining Accountabilities (Contd.) Tasks included in the job description can be grouped into clusters of tasks .
