Chapter 3: Performance Planning

  • Published on
    16-Nov-2014

  • View
    525

  • Download
    4

Embed Size (px)

DESCRIPTION

 

Transcript

<ul><li> 1. YAZZRA FARAH YAHYA 2012239844 BM770 3F ASSOC. PROF. DR ROSHIDI HASSAN</li></ul> <p> 2. PERFORMANCE PLANNING 3. PERFORMANCE PLANNING 4. STRATEGIC PLANNING 5. PURPOSE OF STRATEGIC PLANNING 6. STRATEGIC PLANNING 7. STRATEGIC PLANNING 8. STRATEGIC PLANNING 9. PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN(Aguinis, 2013) 10. PROCESS OF LINKING PERFORMANCE MANAGEMENT TO THE STRATEGIC PLAN(Aguinis, 2013) 11. 1.Organizational Strategic Planning 12. 1.ORGANIZATIONAL STRATEGIC PLANNING 1.1.Environmental Analysis 13. 1. Organizational Strategic Planning(Aguinis, 2013) 14. 1. Organizational Strategic Planning 15. 1. Organizational Strategic Planning(Aguinis, 2013) 16. 1. Organizational Strategic Planning 17. 1. Organizational Strategic Planning 1.3. Vision(Aguinis, 2013) 18. 1. Organizational Strategic Planning 1.3. Vision(Aguinis, 2013) 19. 1. Organizational Strategic Planning 1.3. Vision(Aguinis, 2013) 20. 1. Organizational Strategic Planning 1.4. STRATEGIES 21. 1. Organizational Strategic Planning 1.4. STRATEGIES 22. 1. Organizational Strategic Planning 1.4. STRATEGIESHuman resources contribution towards strategies 23. 2. Developing Strategic Plans at the Unit Level 2.1Definition of strategic 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). 24. Developing Strategic Plans at the Unit Level 2.2 GOALS 25. 2. Developing Strategic Plans at the Unit Level 2.2 GOALS(Clarity Digital Group LLC, 2013) 26. 3. Job description 3.1 Definition of 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 &amp; Skills Development Canada, 2012). 27. 3) Job description 3.2 Purpose of 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. (Human Resource &amp; Skills Development Canada, 2012). 28. 3. Job description 3.3 Characteristics of job description(Aguinis,2013) (Human Resource &amp; Skills Development Canada, 2012). 29. 4. Individual and Team Performance Definition of Individual 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 &amp; ability, role Perception and resources (Scholl, 2003) 30. 4. INDIVIDUAL AND TEAM PERFORMANCE 31. 4) Individual and Team Performance Choices performance management system design for 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 (Aguinis, 2013) 32. STRATEGIC PLANNING(Ajao &amp; Grace, 2012) 33. BUIDING SUPPORTPURPOSE OF BUILDING SUPORT 34. EXAMPLE OF VISSION, MISSION &amp; GOALS 35. KEY PERFORMANCE INDICATOR 36. KEY PERFORMANCE INDICATOR PURPOSE OF KEY PERFORMANCE INDICATOR 37. BALANCE SCORECARD 38. BALANCED SCORECARD DEFINITION OF BALANCE SCORECARD 39. BALANCE SCORECARD PRINCIPLE OF BALANCE SCORECARD 40. BALANCE SCORECARD PURPOSE OF BALANCE SCORECARD 41. BALANCE SCORECARD(CIMA, 2005; Sharma, 2009) 42. BALANCE SCORECARD PERSPECTIVE OF BALANCE SCORECARD(Bratic &amp; Jakasa, 2010) 43. KEY PERFORMANCE INDICATOR VS BALANCE SCORECARD(AKS-Labs, 2013) 44. CONCLUSION </p>

Recommended

View more >