Performance Management and

Development (BAHRM 6446)

Lesson 1: Performance Management Framework:

The importance of Performance Management

Presented By: Dr. Richard Oliver F. Cortez, BA, MBA,DBA, FRIBA, AFBE
AMA University
COURSE DESCRIPTION:

This course examines the importance of an effective

performance management system in helping organizations
define and achieve short and long term goals. It explains
and reinforces the concept that performance management is
not a one-time supervisory event, but an ongoing process of
planning, facilitating, assessing, and improving individual
and organizational performance. In addition, the course
emphasizes the importance of measuring the effectiveness
of human resource activities that are designed to enhance
individual and organizational performance.
COURSE OBJECTIVES:

By the end of the semester, the student will be able to:

1. Design an organization performance management process that is

compliant with law and supports organizational mission and strategy.
2. Compare and contrast various organizational performance management
programs and best practices and define attributes of effective performance
management systems.
3. Employ job-related performance standards and performance indicators
that reflect the employees range of responsibilities.
4. Assess how increased employee involvement can contribute to effective
performance and coach employees to identify career paths and resources
available to support individual development.
5. Identify and communicate appropriate actions with employees (e.g.
training and development, wage increase, promotion, bonus etc.) based on
their performance strengths and weaknesses.
The corporate
performance review
framework is the
central mechanism for
driving the force
forward to achieve
both continuous &
sustainable
performance
improvements
 The force has a
performance review
framework which
allows questions to
be asked
 How well have we
done?
 What can we do to
improve?
The review framework highlights performance
achievements & areas for development at all
levels of the force.
It is aligned to “Putting People First”, the Policing
Plan, & the corporate policing strategy
The performance
review framework
covers the whole force

It looks at
achievements as well
as areas for
development
 Covers performance
at Force and ‘Basic
Command Unit’
level
 Includes
performance
documents.
 Electronic Personal
Development
Review
 Carried out yearly
 Monthly
Performance Review
 Carried out monthly
 Based on People
Professionalism
Partnerships &
Problem Solving
 Collects team &
individual
performance data
 Allows questions to
be asked
 3a. Other Links
1. Results
2. Analysis

3. Review
9. Monitoring

Performance
Review Cycle
8. Measurement
4. Improvement

7. Activity 6. Resources 5. Plan

 Performance Management
and Performance Evaluation
Performance management is a partnership
between an employee and his/her
supervisor to optimize performance, build
effective feedback and communication,
enhance employee growth and
development, and develop goals that are
consistent with department/college
strategic plans.
A performance evaluation is a part of
performance management. The
distinctions between the two are
highlighted below.
 1. Target critical talent for development and retention
2. Execute strategy by prioritizing and aligning goals and
objectives
3. Improve performance of groups and individuals
4. Make better pay decisions based on performance and
desired results
5. Identify top performers to develop a succession plan

18
 Your Role as Supervisor
1. Clearly communicate expectations re:
job responsibilities and competencies
(skills) and behaviors
2. Communicate how individual goals
align with department and
organization goals
3. Help your employees set clear,
measurable performance goals
4. Offer advice and guidance regarding
your employee’s performance on a
consistent, on-going basis
18
Your Employee’s Role
1. Understand how their role aligns
with division and department goals,
and participate actively in setting
expectations
2. Work with you to set clear,
measurable performance goals
3. Monitor their own performance
compared to expectations
4. Seek advice and guidance as needed
from you
High Performance Culture
Advantage of High Performance Team
Assignment: Read the cases at this site

https://www.clearreview.com/top-5-
performance-management-case-studies/
 CREDIT

Goes to:

1. University of Nebraska-Lincoln. (n.d.). Performance

management and performance evaluation. Retrieved
from https://hr.unl.edu/er/performancemanagement
2. Sibson Consulting
3.
Thank you very
much for
listening!