| |
| |
| Preface | |
| |
| |
| Acknowledgments | |
| |
| |
| About the Author | |
| |
| |
| |
| Strategic and General Considerations | |
| |
| |
| |
| Performance Management and Reward Systems in Context | |
| |
| |
| |
| Definition of Performance Management (PM) | |
| |
| |
| |
| The Performance Management Contribution | |
| |
| |
| |
| Disadvantages/Dangers of Poorly Implemented PM Systems | |
| |
| |
| |
| Definition of Reward Systems | |
| |
| |
| |
| Base Pay | |
| |
| |
| |
| Cost-of-Living Adjustments and Contingent Pay | |
| |
| |
| |
| Short-Term Incentives | |
| |
| |
| |
| Long-Term Incentives | |
| |
| |
| |
| Income Protection | |
| |
| |
| |
| Work/Life Focus | |
| |
| |
| |
| Allowances | |
| |
| |
| |
| Relational Returns | |
| |
| |
| |
| Aims and Role of PM Systems | |
| |
| |
| |
| Strategic Purpose | |
| |
| |
| |
| Administrative Purpose | |
| |
| |
| |
| Informational Purpose | |
| |
| |
| |
| Developmental Purpose | |
| |
| |
| |
| Organizational Maintenance Purpose | |
| |
| |
| |
| Documentational Purpose | |
| |
| |
| |
| Characteristics of an Ideal PM System | |
| |
| |
| |
| Integration with Other Human Resources and Development Activities | |
| |
| |
| |
| Reality Check: Ideal Versus Actual Performance Management System | |
| |
| |
| |
| Performance Management at Network Solutions, Inc. | |
| |
| |
| |
| Performance Management Process | |
| |
| |
| |
| Prerequisites | |
| |
| |
| |
| Performance Planning | |
| |
| |
| |
| Results | |
| |
| |
| |
| Behaviors | |
| |
| |
| |
| Development Plan | |
| |
| |
| |
| Performance Execution | |
| |
| |
| |
| Performance Assessment | |
| |
| |
| |
| Performance Review | |
| |
| |
| |
| Performance Renewal and Recontracting | |
| |
| |
| |
| Job Analysis Exercise | |
| |
| |
| |
| Disrupted Links in the Performance Management Process at "Omega, Inc." | |
| |
| |
| |
| Performance Management at the University of Ghana | |
| |
| |
| |
| Performance Management and Strategic Planning | |
| |
| |
| |
| Definition and Purposes of Strategic Planning | |
| |
| |
| |
| Process of Linking Performance Management to the Strategic Plan | |
| |
| |
| |
| Strategic Planning | |
| |
| |
| |
| Developing Strategic Plans at the Unit Level | |
| |
| |
| |
| Job Descriptions | |
| |
| |
| |
| Individual and Team Performance | |
| |
| |
| |
| Building Support | |
| |
| |
| |
| Evaluating Vision and Mission Statements at Harley-Davidson | |
| |
| |
| |
| Dilbert's Mission Statement Generator | |
| |
| |
| |
| Linking Individual with Unit and Organizational Priorities | |
| |
| |
| |
| System Implementation | |
| |
| |
| |
| Defining Performance and Choosing a Measurement Approach | |
| |
| |
| |
| Defining Performance | |
| |
| |
| |
| Determinants of Performance | |
| |
| |
| |
| Implications for Addressing Performance Problems | |
| |
| |
| |
| Factors Influencing Determinants of Performance | |
| |
| |
| |
| Performance Dimensions | |
| |
| |
| |
| Approaches to Measuring Performance | |
| |
| |
| |
| Trait Approach | |
| |
| |
| |
| Behavior Approach | |
| |
| |
| |
| Results Approach | |
| |
| |
| |
| Diagnosing the Causes of Poor Performance | |
| |
| |
| |
| Differentiating Task from Contextual Performance | |
| |
| |
| |
| Choosing a Performance Measurement Approach at Paychex, Inc. | |
| |
| |
| |
| Measuring Results and Behaviors | |
| |
| |
| |
| Measuring Results | |
| |
| |
| |
| Determining Accountabilities | |
| |
| |
| |
| Determining Objectives | |
| |
| |
| |
| Determining Performance Standards | |
| |
| |
| |
| Measuring Behaviors | |
| |
| |
| |
| Comparative Systems | |
| |
| |
| |
| Absolute Systems | |
| |
| |
| |
| Accountabilities, Objectives, and Standards | |
| |
| |
| |
| Evaluating Objectives and Standards | |
| |
| |
| |
| Measuring Competencies at the Department of Transportation | |
| |
| |
| |
| Creating BARS-Based Graphic Rating Scales for Evaluating Business Student Performance in Team Projects | |
| |
| |
| |
| Gathering Performance Information | |
| |
| |
| |
| Appraisal Forms | |
| |
| |
| |
| Characteristics of Appraisal Forms | |
| |
| |
| |
| Determining Overall Rating | |
| |
| |
| |
| Appraisal Period and Number of Meetings | |
| |
| |
| |
| Who Should Provide Performance Information? | |
| |
| |
| |
| Supervisors | |
| |
| |
| |
| Peers | |
| |
| |
| |
| Subordinates | |
| |
| |
| |
| Self | |
| |
| |
| |
| Customers | |
| |
| |
| |
| Disagreement Across Sources: Is This a Problem? | |
| |
| |
| |
| A Model of Rater Motivation | |
| |
| |
| |
| Preventing Rating Distortion Through Rater Training Programs | |
| |
| |
| |
| Evaluating the Appraisal Form Used by a Grocery Retailer | |
| |
| |
| |
| Judgmental and Mechanical Methods of Assigning Overall Performance Score at The Daily Planet | |
| |
| |
| |
| Minimizing Intentional and Unintentional Rating Errors | |
| |
| |
| |
| Implementing a Performance Management System | |
| |
| |
| |
| Preparation: Communication, Appeals Process, Training Programs, and Pilot Testing | |
| |
| |
| |
| Communication Plan | |
| |
| |
| |
| Appeals Process | |
| |
| |
| |
| Training Programs for the Acquisition of Required Skills | |
| |
| |
| |
| Rater Error Training | |
| |
| |
| |
| Frame of Reference Training | |
| |
| |
| |
| Behavioral Observation Training | |
| |
| |
| |
| Self-Leadership Training | |
| |
| |
| |
| Pilot Testing | |
| |
| |
| |
| Ongoing Monitoring and Evaluation | |
| |
| |
| |
| Implementing a Performance Management Communication Plan at Accounting, Inc. | |
| |
| |
| |
| Implementing an Appeals Process at Accounting, Inc. | |
| |
| |
| |
| Evaluation of Performance Management System at Accounting, Inc. | |
| |
| |
| |
| Employee Development | |
| |
| |
| |
| Performance Management and Employee Development | |
| |
| |
| |
| Personal Developmental Plans | |
| |
| |
| |
| Developmental Plan Objectives | |
| |
| |
| |
| Content of Developmental Plan | |
| |
| |
| |
| Developmental Activities | |
| |
| |
| |
| Direct Supervisor's Role | |
| |
| |
| |
| 360-Degree Feedback Systems | |
| |
| |
| |
| Advantages of 360-Degree Feedback Systems | |
| |
| |
| |
| Risks of Implementing 360-Degree Feedback Systems | |
| |
| |
| |
| Characteristics of a Good System | |
| |
| |
| |
| Developmental Plan Form at Old Dominion University | |
| |
| |
| |
| Evaluation of a 360-Degree Feedback System Demo | |
| |
| |
| |
| Implementation of 360-Degree Feedback System at Ridge Intellectual | |
| |
| |
| |
| Performance Management Skills | |
| |
| |
| |
| Coaching | |
| |
| |
| |
| Coaching Styles | |
| |
| |
| |
| Coaching Process | |
| |
| |
| |
| Observation and Documentation of Developmental Behavior and Outcomes | |
| |
| |
| |
| Giving Feedback | |
| |
| |
| |
| Performance Review Meetings | |
| |
| |
| |
| Was Robert Eaton a Good Coach? | |
| |
| |
| |
| What Is Your Coaching Style? | |
| |
| |
| |
| Preventing Defensiveness | |
| |
| |
| |
| Reward Systems, Legal Issues, and Team Performance Management | |
| |
| |
| |
| Reward Systems and Legal Issues | |
| |
| |
| |
| Traditional and Contingent Pay Plans | |
| |
| |
| |
| Reasons for Introducing Contingent Pay Plans | |
| |
| |
| |
| Possible Problems Associated with Contingent Pay Plans | |
| |
| |
| |
| Selecting a Contingent Pay Plan | |
| |
| |
| |
| Putting Pay in Context | |
| |
| |
| |
| Pay Structures | |
| |
| |
| |
| Job Evaluation | |
| |
| |
| |
| Broad Banding | |
| |
| |
| |
| Performance Management and the Law | |
| |
| |
| |
| Some Legal Principles Affecting Performance Management | |
| |
| |
| |
| Laws Affecting Performance Management | |
| |
| |
| |
| Making the Case for a CP Plan at Architects, Inc. | |
| |
| |
| |
| Selecting a CP Plan at Dow AgroSciences | |
| |
| |
| |
| Possible Illegal Discrimination at Tractors, Inc. | |
| |
| |
| |
| Managing Team Performance | |
| |
| |
| |
| Definition and Importance of Teams | |
| |
| |
| |
| Types of Teams and Implications for Performance Management | |
| |
| |
| |
| Purposes and Challenges of Team Performance Management | |
| |
| |
| |
| Including Team Performance in the Performance Management System | |
| |
| |
| |
| Prerequisites | |
| |
| |
| |
| Performance Planning | |
| |
| |
| |
| Performance Execution | |
| |
| |
| |
| Performance Assessment | |
| |
| |
| |
| Performance Review | |
| |
| |
| |
| Performance Renewal and Recontracting | |
| |
| |
| |
| Rewarding Team Performance | |
| |
| |
| |
| Not All Teams Are Created Equal | |
| |
| |
| |
| Team Performance Management at Duke University Health Systems | |
| |
| |
| |
| Team-Based Rewards for the State of Georgia | |
| |
| |
| Name Index | |
| |
| |
| Subject Index | |
| |
| |
| Author Index | |