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Lecture Performance management: Session 12 - Osman Bin Saif

In this chapter, the following content will be discussed: The growth patterns of major corporations and the relationship between a firm's strategy and its structure; each of the traditional types of organizational structure: simple, functional, divisional, and matrix; the implications of a firm's international operations for organizational structure. | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWELVE 1 Summary of Previous Lecture CHAPTER 5 Measuring Results and Behaviors Measuring Results Determining Accountabilities Determining Objectives Characteristics of Objectives Determining Performance Standards Characteristics of Good Performance Standards 2 Agenda of Today’s Lecture Measuring Behavior Indicator Components of Competency Comparative Systems Advantages of Comparative Systems Disadvantages of Comparative Systems Absolute System 3 Measuring behaviors A behavior approach to measuring performance includes the assessment of competencies. Competencies are measureable clusters of knowledge, skills and abilities that are critical in determining how results will be achieved. Example of competencies are customer services, written or oral communication, creative thinking, and dependability. 4 Measuring behaviors (Contd.) We can consider two types of competencies: Differentiating competencies: which are those that allow us . | HRM-755 PERFORMANCE MANAGEMENT OSMAN BIN SAIF LECTURE: TWELVE 1 Summary of Previous Lecture CHAPTER 5 Measuring Results and Behaviors Measuring Results Determining Accountabilities Determining Objectives Characteristics of Objectives Determining Performance Standards Characteristics of Good Performance Standards 2 Agenda of Today’s Lecture Measuring Behavior Indicator Components of Competency Comparative Systems Advantages of Comparative Systems Disadvantages of Comparative Systems Absolute System 3 Measuring behaviors A behavior approach to measuring performance includes the assessment of competencies. Competencies are measureable clusters of knowledge, skills and abilities that are critical in determining how results will be achieved. Example of competencies are customer services, written or oral communication, creative thinking, and dependability. 4 Measuring behaviors (Contd.) We can consider two types of competencies: Differentiating competencies: which are those that allow us to distinguish between average and superior performers. Threshold competencies: which are those that everyone needs to display to the job to a minimally adequate standard. 5 6 7 Indicator To understand the extent to which an employee possess a competency, we measure indicators. An indicator is a behavior that if displayed suggests that the competency is present. 8 9 10 Indicator (Contd.) Five indicators whose presence would indicate the existence of consideration competency are the following; Support subordinates project Ask about the well being of employees lives outside of work Encourage subordinates to reach their established goals Get to know employees personally Show respect for employees work and home lives. 11 Components of Competency In describing a competency, the following components must be present; Definition of competency Description of specific behavioral indicators that can be observed when someone demonstrates a competency effectively Description of specific behaviors .