Performance Management Systems and Strategies

Description

Cover Contents Preface About the Author Chapter 1: Introduction to Performance Management Introduction History of Human Resource Management Function Process of Development in India Human Resource Development As a Separate Personnel Discipline Performance Management As an HRD Function Job Description Standards of Performance Observation and Feedback Performance Appraisal Performance Development Plan Performance Management Through Continuous Learning Definitions and Concepts of Performance Management History of Performance Management Performance Management As a Management Tool Philosophy of Performance Management Overview of Performance Management Performance Objectives and Standards Performance Objectives and Standards—Comparative Analysis of Advantages and Disadvantages Characteristics of Performance Objectives Some Examples of Performance Objectives Points to Be Considered for Developing Performance Objectives Standards of Performance Relating Performance Standards to the Hierarchical Level Checklist for Performance Standards Benefits of Performance Management Process of Performance Management Performance Domains Performance Dimensions Teamwork Dimensions Performance Ethics Summary Key Words General Review Questions Critical Review Question References Further Reading Case Study on Performance Management Systems Case Study Chapter 2: Performance Planning Introduction Performance Planning Process Development and Contents of a Performance Plan Performance Planning Steps Process of Developing Employee Performance Plans Eight-step Model of Elements and Standards of a Performance Plan Step 1: Understand the Overall Picture Step 2: Identify the Accomplishments at the Work Unit Level Step 3: Identify Individual Accomplishments and Their Integration with the Work Unit Goals Step 4: Convert Expected Accomplishments into Performance Elements, Duly Mentioning Their Type and Priority Step 5: Determine Work Unit and Individual Measures Step 6: Develop Work Unit and Individual Standards Step 7: Determine How to Monitor Performance Step 8: Check the Performance Plan Preparing the Performance Development Plan Transition from Individual Performance Plan to Group Performance Plan Performance Plan and Role Clarity Role Descriptions Template Creating Strategic Plans and Their Alignment with the Performance Plans Strategy Realization: Essential Elements Through Performance Plans Summary Key Words General Review Questions Critical Review Question References Further Reading Case Study Chapter 3: Performance Appraisal Introduction Definitions Role of Appraisals in Performance Management Process and Methods of Performance Appraisal Purposes of Performance Appraisal Importance of Performance Appraisal Objectives of Performance Appraisal Reasons for Failure of Performance Appraisal Steps to Performance Appraisal Characteristics of an Appraisal System Performance Appraisal Design Approaches to Performance Appraisal Types and Methods of Performance Appraisal Traditional Methods Straight Ranking Method Paired Comparison Techniques Man-to-Man Comparison Grading Method Graphic or Linear Rating Scale Example of Graphic Rating Scale Forced Choice Description Method Forced Distribution Method Checklist Method Free Easy Method Critical Incident Method Work Standard Approach Group Appraisal Method Field Review Method Modern Methods Appraisal by Results for Management by Objectives Advantages Disadvantages Steps Followed in MBO Implementation Assessment Centre Method Human Asset Accounting Method Behaviourally Anchored Rating Scales (BARS) Behavioural Observation Scales (BOS) Mixed Standard Scales Behavioural Checklist Method The 360-degree Appraisals Potential Appraisal Techniques of Potential Appraisal Components of the Appraisal Format Dimension of Personal Attributes Biases in Performance Appraisal The Halo and Horn Effect The Leniency Error The Error of Strictness The Central Tendency Error The Recency Effect The Contrast Error The Similarity Effect Reducing Performance Errors Diagnosing Poor Performance Improving Motivation Summary Key Words General Review Questions Critical Review Question References Further Reading Case Study—1 Case Study—2 Chapter 4: Performance Management Review Introduction Definition Scope of Performance Review Types of Performance Review Performance Review Meeting Steps in Performance Review Before the Performance Review During the Performance Review After the Performance Review Benefits of Performance Review Structured Performance Review Process Performance Counselling Conditions for Effective Performance Counselling Different Phases of Performance Counselling Performance Counselling Process Counselling Interview Summary Key Words General Review Questions Critical Review Question Further Reading Case Study Chapter 5: Performance Management Systems Introduction Importance of PMS Features of PMS Focus on Objective Setting Systems for Review of Objectives Developing Personal Improvement Plans Training and Development Ensuring Formal Appraisal with Feedback Compensation Review Developing Competence-based Organizational Capability Process of Building PMS Dimensions of PMS Output or Result Dimensions Input Dimension Time Dimension Focus Dimension Conceptual Framework of PMS PMS and Organizational Strategy Organizational and Social Perspectives of PMS Performance Consulting Role of Performance Consultants The Four Pillars of PMS Performance Management Theatre Annual Stock-taking of Performance E-performance Management Performance Prism Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 6: Strategic Performance Management Introduction Definition Evolution of Strategic Performance Management Characteristics of SPM SPM and Generic Strategies Performance and Strategy Linkage Reward Practices Firm Performance Purpose of Performance Management Strategy The Process of Performance Management Strategy Components of Strategic Performance Management Process Strategy and Performance Management Cycle Dimensions of Linkage Between Individual Performances and Strategy Benefits of SPM Advantages and Disadvantages of SPM Disadvantages of SPM SPM and the Balanced Scorecard SPM and Metrics SPM for Environmental Threats and Risks Summary Key Words General Review Questions Critical Review Question Further Reading Case Study Chapter 7: Competency-based Performance Management Systems Introduction Managerial Skills and Competencies Skill Inventories Multi-skilling Skills for the New Millennium Developing Competencies for Effective Performance Management Types of Competencies Competency Characteristics Competency Identification and Assessment Process Steps of a Competency Identification Process Steps to Introduce Competency-based System Advantages of a Competency-based Approach Developing Competency Models Examples of HR Competencies Competency-based Performance Management Systems Essential Elements of Performance-based Competency Competency Dictionary Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 8: Performance-based Compensation Introduction Definitions Various Concepts of Compensation Determining Compensation Through Job Evaluation Incentive Schemes Performance-related Compensation Design Benefits of Performance-based Compensation Performance-related Pay Problems in Monitoring the PRP Selection of Appropriate Performance Appraisal Tools Perceptual Differences Between the Managers and the Employees Lack of Participation of Employees in Designing PRP Compensation Broadbanding Using PMS Results Compensation Design Through Skill-based Programmes Major Obstacles to the Introduction of Skill-based Pay Application of Skill-based Pay Competency-based Pay Obstacles in Introducing Performance-related Pay Performance Guide Charts Use of Performance Criteria for Designing Executive Compensation Calibration of Executive Compensation to Performance Performance Measurement in Executive Incentive Programmes Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 9: Performance-based Career Planning, Career Development, and Succession Plans Introduction Definitions and Concepts Important Elements of Career Meaning and Overview of Career Development Importance of Career Development Significance and Advantages of Career Development Purposes and Objectives of Career Development Types of Career Development Programmes Difference Between Career Development and Career Planning Difference with Manpower Planning Difference with Succession Planning Different Stages or Cycles of Career Development Process Exploratory Stage Establishment Stage Maintenance Stage Stage of Decline Issues in Career Development Process Exploratory Stage Establishment Stage Maintenance Stage Decline Stage Career Anchors Managerial Competence Technical/Functional Competence Security and Stability Creativity and Challenge Freedom and Autonomy Other Anchors Career Development and Employee Empowerment Issues Involved Indian Scenario Career Planning and Career Development Process Integration of Career Development Process with Career Stage and Family Issues Developing Career Paths Compatible with Changing Needs Steps of Career Planning Process Preparing Personnel Skills Inventories Developing Career Paths Put the Right Man at the Right Place Impart Training Review and Counsel Succession Planning Steps of Succession Planning PMS Career Planning, Career Development, and Successful Planning Summary Key Words General Review Questions Critical Review Question Further Reading Case Study Chapter 10: Team Performance Management Introduction Definition and Concepts Principles of Team Performance Management Types of Teams Approaches to Change Team Behaviours Work Wheel and Team Performance Advising Innovating Promoting Developing Organizing Producing Inspecting Maintaining Linking Measuring Team Performance Managing Team Performance Different Stages of Teamwork Team Building Exercises Objectives of T-group Benefits of T-group Training Role Analysis Summary Key Words General Review Questions Critical Review Question References Case Study—1 Case Study—2 Chapter 11: Performance Measurements Through Balanced and HR Scorecards Introduction Definition and Concepts Different Perspectives of Balanced Scorecard The Learning and Growth Perspective The Business Process Perspective The Customer Perspective The Financial Perspective Benefits of the Balanced Scorecard HR Scorecard The HR Scorecard Approach Process of Developing the HR Scorecard Benefits of the HR Scorecard Need for Implementation of Balanced Scorecard and Balanced HR Scorecard Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 12: Performance Management and Mentoring Introduction Definitions and Concepts Characteristics of Mentoring Mentoring and Coaching Benefits of Mentoring Types of Mentoring Foundations of a Mentoring Programme Ethical Guidelines for an Effective Mentoring Programme Culture of Mentoring Executive Mentoring Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 13: Performance Measurement Introduction Measuring Performance Measurement Quality Selection of Performance Measurement Criteria Integrated Performance Measurement Systems Statistical Methods of Performance Measures Use of Control Charts for Measuring Performance Variation Control Charts for Measuring Performance Attributes Performance Measures Through Ranking and Rating Management-by-Objectives (MBO) Behaviourally Anchored Rating Scales (BARS) The Mixed-Standard Scale (MSS) Behavioural Observation Scales (BOS) Ranking Systems Comparing Job Performance Rating Systems Multiple Raters/360-degree Feedback Scales for Evaluation of Performance Measures Performance Matrix and Models Shingo Prize Model EFQM Model Malcolm Baldrige Criteria for World-class Performance General Performance Measures Developing Specific Measures Deciding the Performance Standards Annual Stock-taking of Performance Performance Metrics Key Performance Indicators (KPI) Performance Measures Through Productivity Metrics Summary Key Words General Review Questions Critical Review Question Further Reading Case Study Chapter 14: International Performance Management Introduction Definitions and Concepts Structure and Strategy of International Performance Management Expatriates’ Performance Management Effect of Culture Influences on Performance Appraisals Performance Management in International Assignment Globalization and International Performance Management Compensation and International Performance Management Practices Appraising Performance International Performance Management Practices Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 15: Performance Audit, Human Resource Valuation, Accounting, and Audit Introduction to Performance Management Audit Scope of Performance Management Audit Differences Between the Performance Audit and Financial Audit Checklist of Performance Audit Structure of Performance Audit Steps in Performance Audit Methods and Techniques of Performance Audit Performance Data Reliability Audit (DRA) Human Resource Valuation, Accounting, and Audit Various Methods of Valuating Human Resources Non-monetary Measurement Monetary Measurement HR Audit Objectives of HR Audit Job/Role of HR Auditor Importance of HR Audit Records Used for HR Audit Methods and Techniques of HR Audit Checklists for HR Audit Human Resource Records List of Personnel Records Recommendations for Personnel Record Keeping Use of Human Resource Information System (HRIS) for Maintaining Personnel Records Scope of HR Audit Purposes of HR Audit Human Resource Management (HRM) HR Information Systems (HIRS) Audit of the Service Role of HR Audit of the Compliance Role of HR Audit of the Strategic Role of HR Audit of the Financial Management Role of HR (Financial Ratios) Benefits of HR Audit Summary Key Words General Review Questions Critical Review Question References Case Study Chapter 16: Ethical and Legal Issues of Performance Management Introduction Definition and Concepts Ethical Perspective in Performance Appraisal System Objectives of Performance Management Ethics Code of Ethics and Code of Conduct Benefits of Code of Ethics Benefits of Ethical Practices in Organizations Implementing Code of Ethics in the Workplace Ethical Dilemma in Performance Management Legal Aspects of Performance Management Summary Key Words Concept Review Questions Critical Review Question References Case Study Chapter 17: Contemporary Issues in Performance Management Introduction Business Process Reengineering—Concepts and Definitions McKinsey 7S Framework Toyota Production System (TPS) and Lean Management Andon Genchi Genbutsu Heijunka Hoshin Jidoka Jishuken Just-in-Time Kaizen Nemawashi Pokayoke Performance Improvement Through Quality Management Practices Performance Improvement Through Quality Cost of Quality Quality Management Principles Teamwork Through Quality Management Employee Empowerment Quality of Work Life (QWL) Performance Improvement Through Six-sigma Practices Six-sigma Implementation Performance Improvement Through Innovation and Creativity Quick Response Manufacturing (QRM) Summary Key Words Concept Review Questions Critical Review Question References Case Study Index