Performance Management Success : A Best Practices and Implementation Guide for Leaders and Managers of All Organizations.

Intro -- Acknowledgments from Tony Barth -- Preface -- Endorsements -- Contents -- 1: Introduction: Performance Culture and Organizational Effectiveness -- Barriers -- Performance Management Process (PMP) -- Barriers at Overall Organization/Group Level -- Barriers at the Individual Team Member/Team/Department Level -- 2: Levers of Organizational Change -- The Impact of Performance Management and First-Line Leaders: On Culture and Organizational Change -- Overcoming the Barriers -- 3: Organization Strategy -- Overview -- Organization Strategy and Aligning and Cascading of Objectives? Why Do? Importance? (Appendix OS-1) (Appendix OS-3) -- Aligning and Cascading of Objectives: How Best Done? (Appendix OS-2) -- Benefits of Using a Performance Management Process with Aligning and Cascading Objectives to Support Organization Strategy? Why Do? Importance? (Appendix PMO-5) -- Barriers -- Overcoming the Barriers -- Resource Tools -- Performance Agreements -- Organizational Consultants: Resource Facilitators -- Best Practices -- 4: Performance Planning -- Overview -- Benefits of Performance Planning? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- Performance Planning Resource Tools -- Individual Position Description -- Individual Performance Agreement (or Performance Objectives) -- Best Practices -- 5: Development Planning -- Overview -- Purpose of Development Planning? -- Development Planning and Performance Planning: Why Separate Events? -- Development Planning Responsibility? -- Individual Development Plans: Focus? -- Benefits of Development Planning? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- DP Resource Tools -- PMP Education and Training -- PMP Role Responsibility and Accountability Matrix: For Managers and Direct Reports -- Individual Development Plans.

Development Planning: Learning and Developmental Opportunities (Idea Generation Resource List) -- Best Practices -- 6: Coaching and Feedback -- Overview -- What Is Coaching? -- What Is Feedback? -- Benefits of Coaching and Feedback? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- C&amp -- F Resource Tools -- 180/360° Multi-rater Feedback -- Performance Management Feedback Tool for Manager/Supervisor -- Manager's Monthly C&amp -- F Journal or Log -- Developmental Feedback Form: STOP START CONTINUE Behaviors -- Developmental Feedback Form: STRENGTHS and WEAKNESSES or OPPORTUNITIES -- Best Practices -- 7: Performance and Development Review -- Overview -- Midyear Performance and Development Review: Purpose and Focus? -- Annual Performance and Development Review: Purpose and Focus? -- Benefits of Performance and Development Reviews? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- PDR Resource Tools -- Role Modeling Support -- PMP Training and Education -- Performance Management Role Accountabilities (Expectation Standards) -- Position Descriptions -- Individual Performance Agreements (SMART Goals) -- Prior Performance and Development Review Document -- Manager's Monthly Coaching and Feedback Journal or Log -- 180/360 Degree Multi-rater Feedback Assessment -- Performance Management Feedback Tool for Manager/Supervisor -- PMP Best Practitioner Actions and Behaviors -- Team Member Self-Assessments -- Best Practices -- 8: Recognition and Reward -- Overview -- Monetary and Nonmonetary R&amp -- R: What Is the Difference? Value and Impact? -- Benefits of Recognition and Reward Reviews? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- Recognition and Reward Resource Tools -- Job Reward Worksheet -- Leader Recognition Menu -- Individual Recognition Interest Inventory -- Team Recognition Interest Inventory -- Best Practices.

9: People-Focused: Respect and Trust -- Overview -- Respect -- Trust -- Accountability and Relationships -- Benefits of Building Respect and Trust? Why Do? Importance? -- Barriers -- Overcoming the Barriers -- Resource Tools -- LEADER Acronym Model -- The Commitment Spectrum -- Personal Relationship and Rapport Building: Self-Assessment -- Performance Management Feedback Tool -- Developmental Feedback Form: STOP START CONTINUE Behaviors -- Developmental Feedback Form: STRENGTHS and WEAKNESSES or OPPORTUNITIES -- Interpersonal Skills Training -- Coaching and Feedback: Mentoring from Senior Leader(s) -- Best Practices: Beliefs, Behaviors, and Personal Actions -- Best Practices -- 10: Performance Management Process: Evaluation -- Annual Organization-Wide Results: Performance Agreement Scorecard -- Organization-Wide Employee Survey -- Organizational Pulse Point Surveys -- Performance Management Process: Success Criteria or Performance Culture Practices -- Focus Groups -- Unit Leadership Development Committees (ULDCs): Audit Process -- Performance Management Feedback Tool for All Managers and Supervisors -- Annual Performance and Developmental Reviews: For Managers and Team Members -- Human Resource Department: Spot-Check Audits -- Exit Interviews -- 11: Performance Management Process: Diagnosis -- Overview -- Performance Management Diagnosis: Why Do? Benefits? -- How Is Diagnosis Best Done? -- Barriers -- Overcoming the Barriers -- Diagnosis Resource Tools -- Performance Management Process: Business Case Summary -- Prior, Recent Performance Management Process Evaluation Data or Findings -- Internal Champions and Internal Interviewers/Facilitators -- External Interviewers/Facilitators -- Best Practices -- Conclusion -- 12: Performance Management Process: Considerations and Options -- On-Line Performance Management Process.

Forced Ranking and Forced Distribution: Performance Management Systems -- Second-Level Manager Review and Approval -- Unit Leadership Development Committees (ULDCs) -- Talent Management Reviews -- Early Adopters -- 13: Conclusion -- Glossary -- Appendix 1 -- PMO-1 Best Practitioner - Leader and Manager Summary of Essential Capabilities - Performance Management Process Elements -- PMO-2 Performance Management -- Organizational Culture Change Assessment and Diagnostic Opportunity Assessment -- Performance Management Overview -- PMO-3 High Performance Culture -- Best Practices or Performance Management Behavioral Standards -- PMO-4 Performance Management Process (PMP) -- Barriers -- Barriers at Overall Organization/Group Level -- Barriers at the Individual Team Member/Team/Department Level -- PMO-5 Why Performance Management? -- The Benefits of a Total Performance Management Process -- PMO-6 Performance Management Process -- Role Accountabilities - Manager and Individual Team Member Roles -- Performance Planning -- Development Planning -- Coaching and Feedback -- Performance and Development Review -- OS-1 Corporate Performance Agreement: Sample Template -- OS-2 Organization Strategy and Alignment -- Cascading of Goals and Objectives: Performance Agreements -- OS-3 Business or Regional Unit: Performance Agreement Scorecard: Sample Template -- PP-1 Position Description: Individual Team Member: Sample Template -- PP-3 Individual Team Member: Performance Agreement -- PP-4 Individual Team Member: Performance Action Plan Template -- DP-1 Development Planning: Resource Alternatives -- DP-2 Individual Team Member - Development Plan - Template -- CF-1 Performance Management Feedback Tool for Manager/Supervisor -- CF-2 Developmental Feedback: STOP START CONTINUE Behaviors -- CF-3 Developmental Feedback: Strengths and Opportunities.

PDR-1 Performance and Development Review - Template -- RR-1 Recognition and Reward Checklist Criteria for Leaders and Managers -- RR-2 Recognition and Reward -- Formal and Informal Examples -- Appendix 2 -- Recommended Resource Readings Supporting Performance Management -- About the Authors.

Description based on publisher supplied metadata and other sources.

Electronic reproduction. Ann Arbor, Michigan : ProQuest Ebook Central, 2024. Available via World Wide Web. Access may be limited to ProQuest Ebook Central affiliated libraries.