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YAZZRA FARAH YAHYA2012239844
BM770 3F
ASSOC. PROF. DR ROSHIDI HASSAN
PERFORMANCE PLANNING
PERFORMANCE PLANNING
STRATEGIC PLANNING
PURPOSE OF STRATEGIC PLANNING
STRATEGIC PLANNING
STRATEGIC PLANNING
STRATEGIC PLANNING
PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN
(Aguinis, 2013)
PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN
(Aguinis, 2013)
1.Organizational Strategic Planning
1.ORGANIZATIONAL STRATEGIC PLANNING1.1.Environmental
Analysis
1. Organizational Strategic Planning
(Aguinis, 2013)
1. Organizational Strategic Planning
1. Organizational Strategic Planning
(Aguinis, 2013)
1. Organizational Strategic Planning
1. Organizational Strategic Planning1.3. Vision
(Aguinis, 2013)
1. Organizational Strategic Planning1.3. Vision
(Aguinis, 2013)
1. Organizational Strategic Planning1.3. Vision
(Aguinis, 2013)
1. Organizational Strategic Planning
1.4. STRATEGIES
1. Organizational Strategic Planning
1.4. STRATEGIES
1. Organizational Strategic Planning
1.4. STRATEGIESHuman resources contribution
towards strategies
2. Developing Strategic Plans at the Unit Level
• Strategic plan direct impact on the units strategic plans (Aguinis, 2013)
• integrating sustainability into unit strategic planning is a powerful way to realize the full benefits of strategic sustainability (Bean, 2013).
2.1Definition of strategic at the unit level
Developing Strategic Plans at the Unit Level
2.2 GOALS
2. Developing Strategic Plans at the Unit Level
(Clarity Digital Group LLC, 2013)
2.2 GOALS
3. Job description
• Provides information about the various task performed with some knowledge, skills and ability required for the position (Aguinis, 2013).
• A brief description about the job, designed by the employers for the employee (Human Resource & Skills Development Canada, 2012).
3.1 Definition of job description
3) Job description
• providing a basis to evaluate employee performance.
• identifying skill gaps• helping to ensure an effective on hiring
process• assisting in comparing the duties for positions
to better establish relative pay rates.
3.2 Purpose of job description
(Human Resource & Skills Development Canada, 2012).
3. Job description3.3 Characteristics of job description
(Aguinis,2013)(Human Resource & Skills Development Canada, 2012).
4. Individual and Team Performance
• Emphasize on individual behavior of each employees with individual objective in order to perform (Aguinis, 2013) .
• The individual performance can be determinants of effort motivation, skills & ability, role Perception and resources
(Scholl, 2003)
Definition of Individual performance
4. INDIVIDUAL AND TEAM PERFORMANCE
4) Individual and Team Performance
• Criteria- Behavioral criteria VS Results criteria• Participation- Low employee participation VS
high employee participant• Temporal dimension- Short-term VS long-term• Level of Criteria- Individual VS Team/group• System orientation- Developmental orientation
VS Administrative orientation• Rewards- Pay for performance VS pay for tenure/
position
Choices performance management system design for individual and team performance
(Aguinis, 2013)
STRATEGIC PLANNING
(Ajao & Grace, 2012)
BUIDING SUPPORT
PURPOSE OF BUILDING SUPORT
EXAMPLE OF VISSION, MISSION & GOALS
KEY PERFORMANCE INDICATOR
KEY PERFORMANCE INDICATORPURPOSE OF KEY PERFORMANCE
INDICATOR
BALANCE SCORECARD
BALANCED SCORECARDDEFINITION OF BALANCE
SCORECARD
BALANCE SCORECARD
PRINCIPLE OF BALANCE SCORECARD
BALANCE SCORECARD
PURPOSE OF BALANCE SCORECARD
BALANCE SCORECARD
(CIMA, 2005; Sharma, 2009)
BALANCE SCORECARD
PERSPECTIVE OF BALANCE SCORECARD
(Bratic & Jakasa, 2010)
KEY PERFORMANCE INDICATOR
VSBALANCE SCORECARD
(AKS-Labs, 2013)
CONCLUSION
