| |
| |
| Introduction | |
| |
| |
| |
| Performance Management: An Overview | |
| |
| |
| What's Wrong with This Picture? | |
| |
| |
| Is There Hope? | |
| |
| |
| Performance Management: What Is It? | |
| |
| |
| What Performance Management Isn't | |
| |
| |
| What's the Payoff for Using Performance Management? | |
| |
| |
| Manager's Checklist for Chapter 1 | |
| |
| |
| |
| The Challenge of Performance Management | |
| |
| |
| Why Do So Many People Try to Avoid Performance Management? | |
| |
| |
| Criteria for Performance Management That Works | |
| |
| |
| When Performance Management Approaches Don't Work | |
| |
| |
| Manager's Checklist for Chapter 2 | |
| |
| |
| |
| Performance Management as a System | |
| |
| |
| What Is a System? | |
| |
| |
| The Components of a Performance Management System | |
| |
| |
| Where Performance Management Fits into the Big Picture | |
| |
| |
| Manager's Checklist for Chapter 3 | |
| |
| |
| |
| Getting Ready: Preparing to Start the Process | |
| |
| |
| Gathering Your Information | |
| |
| |
| Preparing and Educating Staff | |
| |
| |
| Manager's Checklist for Chapter 4 | |
| |
| |
| |
| Performance Planning: Setting Targets | |
| |
| |
| Some Issues | |
| |
| |
| An Overview of the Performance Planning Process | |
| |
| |
| The Performance Planning Meeting | |
| |
| |
| The Follow-Up | |
| |
| |
| An Optional Step: Action Planning | |
| |
| |
| Manager's Checklist for Chapter 5 | |
| |
| |
| |
| Ongoing Performance Communication | |
| |
| |
| The Purpose | |
| |
| |
| The Outcomes (Communication + Deliverables) | |
| |
| |
| Formal Methods | |
| |
| |
| Informal Methods | |
| |
| |
| People Techniques | |
| |
| |
| Communication in Action | |
| |
| |
| Manager's Checklist for Chapter 6 | |
| |
| |
| |
| Data Gathering, Observing, and Documenting | |
| |
| |
| Why Do We Gather Data and Observe? | |
| |
| |
| What Do We Gather? What Do We Document? | |
| |
| |
| Manager's Checklist for Chapter 7 | |
| |
| |
| |
| Three Approaches to Evaluating Performance | |
| |
| |
| The Dilemma of Individual Performance Appraisal | |
| |
| |
| Rating Systems | |
| |
| |
| Ranking Systems | |
| |
| |
| Appraisal by Objectives and Standards | |
| |
| |
| Manager's Checklist for Chapter 8 | |
| |
| |
| |
| The Performance Appraisal Meeting | |
| |
| |
| What Makes the Process Work? | |
| |
| |
| Preparing and Scheduling | |
| |
| |
| The Appraisal Meeting | |
| |
| |
| Manager's Checklist for Chapter 9 | |
| |
| |
| |
| Performance Diagnosis and Improvement The Key to Success | |
| |
| |
| Causes of Success and Less-Than-Success | |
| |
| |
| The Performance Diagnosis/Improvement Steps | |
| |
| |
| The People Process | |
| |
| |
| Manager's Checklist for Chapter 10 | |
| |
| |
| |
| Performance Management and Discipline | |
| |
| |
| The Meaning of Discipline | |
| |
| |
| Principles of Disciplinary Action | |
| |
| |
| The Purpose of Disciplinary Action/Consequences | |
| |
| |
| The Progressive Discipline Steps | |
| |
| |
| Disciplinary Process in Action | |
| |
| |
| Manager's Checklist for Chapter 11 | |
| |
| |
| |
| If It's So Easy, Why Isn't "It" Getting Done? Answers to Common Objections | |
| |
| |
| I'm Too Busy and You Are Asking Me to Do More Work | |
| |
| |
| The System We're Forced to Use Is Dreadful It's a Wasteful Paper Chase | |
| |
| |
| My Employees Hate the Appraisal Process | |
| |
| |
| If I Use a Cooperative Approach, Employees Will Take Advantage and I Will Lose Power | |
| |
| |
| Unless I Can Use Performance Appraisal to Reward Employees (Pay for Performance), There's No Point | |
| |
| |
| Employees Won't Like Me or Get Angry if I Have to Tell Them They Need to Improve | |
| |
| |
| Human Resources Won't Let Me Manage Performance Properly | |
| |
| |
| Manager's Checklist for Chapter 12 | |
| |
| |
| |
| People Process, People Techniques | |
| |
| |
| Your People Mindset | |
| |
| |
| Essential Interpersonal Skills | |
| |
| |
| Manager's Checklist for Chapter 13 | |
| |
| |
| |
| Human Resources and Performance Management | |
| |
| |
| A True Story | |
| |
| |
| Departments and Performance Management and Appraisal | |
| |
| |
| What Should HR's Role Be in Performance Management? | |
| |
| |
| Manager's Checklist for Chapter 14 | |
| |
| |
| |
| Revamping Performance Management Across the Enterprise | |
| |
| |
| First, the Errors | |
| |
| |
| Solutions for Revamping the Performance Management System | |
| |
| |
| Manager's Checklist for Chapter 15 | |
| |
| |
| |
| Performance Management in Action | |
| |
| |
| The First Step Toward Improving Performance Management | |
| |
| |
| Agreeing on Goals and Objectives | |
| |
| |
| Planning Performance with Staff | |
| |
| |
| Communicating About Progress and Solving Problems | |
| |
| |
| Preparing for the Yearly Review | |
| |
| |
| Reviewing and Evaluating | |
| |
| |
| The Outcomes | |
| |
| |
| Closing Comments | |
| |
| |
| Manager's Checklist for Chapter 16 | |
| |
| |
| Epilogue | |
| |
| |
| Index | |