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Yanbu University College: Compensation & Performance Management HRM - 322

The document discusses performance management at Yanbu University College. It defines performance, discusses determinants of performance like knowledge and motivation, and approaches to measure performance such as trait, behavior and results approaches.

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saherhcc4686
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34 views

Yanbu University College: Compensation & Performance Management HRM - 322

The document discusses performance management at Yanbu University College. It defines performance, discusses determinants of performance like knowledge and motivation, and approaches to measure performance such as trait, behavior and results approaches.

Uploaded by

saherhcc4686
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 18

YANBU UNIVERSITY COLLEGE

Women’s Campus

Compensation & Performance Management


HRM - 322

Module 2: Defining Performance & Choosing a Measurement Approach


Course Facilitator: Shuana Zafar Nasir

© Yanbu University College


Overview

Define Performance
Determinants of Performance
Performance Dimensions
Approaches to Measure Performance

© Yanbu University College


Defining Performance

Performance is:
• Behavior
• What employees do

© Yanbu University College


Behaviors labeled as Performance are:
1. Evaluative (how much contribution is made by behaviors
in accomplishing goals)
– Negative
– Neutral
– Positive
2. Multidimensional
– Many different kinds of behaviors
– Advance or hinder organizational goals - Some
behaviors helps in achieving goals and some
hinder to achieve targets.
© Yanbu University College
Results/Consequences may be used

– Proxy for behavioral measure - sometimes results


or outputs are used to measure performance.
– For e.g. take a case of salesperson whose job
consists of visiting clients to offer them new
products or services. The salesperson’s
supervisor is back in the office and does not have
opportunity to observe the salesperson’s
behavior at first hand. In this case sales volume
may be used as a proxy for a behavioral measure.

© Yanbu University College


Determinants of Performance

A combination of three factors allows some people to perform


at higher levels than others

Performance = Declarative Knowledge X Procedural Knowledge X Motivation

© Yanbu University College


A. Declarative Knowledge

• Information about
– Facts
– Principles
– Goals
• Understanding of task requirements

© Yanbu University College


B. Procedural Knowledge

Knowing
What to do
How to do it
Skills
 Cognitive
 Physical
 Perceptual/observation
 Interpersonal

© Yanbu University College


C. Motivation

 Deliberate Practice leads to excellence.


 If any of the determinant has a value of 0, then
performance also has a value of 0. For e.g. Jane
has excellent declarative knowledge and
procedural knowledge but she is not at all
motivated to work, then her performance is likely
to be poor.

© Yanbu University College


Deliberate Practice
 Deliberate practice is different from regular practice-Top
performers in all fields engage in deliberate practice
consistently, daily, including weekends.
 Deliberate practice involves following five steps:
• Approach performance with goal of getting better & better.
• Focus on performance (becoming more observant)
– What is happening?
– Why you are doing the things the way you do?
• Seek feedback from expert sources.
• Build mental models of job, situation, organization.
• Repeat first 4 steps on an ongoing basis.

© Yanbu University College


Implications for Addressing Performance Problems

• Managers need information to accurately


identify source(s) of performance problems
• Performance management systems must
– Measure performance
AND
– Provide information on SOURCE(s) of problems

© Yanbu University College


Factors Influencing Determinants of Performance

• Individual characteristics
– Procedural knowledge (knowing how to do)
– Declarative knowledge (Information about fact)
– Motivation (enthusiasm to work)
• HR practices
• Work environment

© Yanbu University College


Performance Dimensions

Two types of behaviors;


• Task performance – activities that transform
raw materials into the goods & services that
are produced by the organization
• Contextual performance – behaviors that
contribute to the organization’s effectiveness
by providing a good environment in which
task performance can occur.

© Yanbu University College


Task performance

Activities that
• transform raw materials
• help with the transformation process
– Replenishing (fill up again)
– Distributing (excess inventory)
– Supporting

© Yanbu University College


Contextual performance

Behaviors that
• contribute to organization’s effectiveness
and
• provide a good environment in which task
performance can occur

© Yanbu University College


Job Performance in Context

That
A performer Engages in
In a given produce
(individual or certain
situation various
team) behaviors
results

TRAIT BEHAVIOR RESULTS

© Yanbu University College


Approaches to Measuring Performance

• Trait Approach
– Emphasizes individual traits of employees
• Behavior Approach
– Emphasizes how employees do the job
• Results Approach
– Emphasizes what employees produce

© Yanbu University College


THE END

© Yanbu University College Slide 18

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