Performance Management

HR – 666

Program MBA (Electives)

Prerequisites Human Resource Management
Resource Person Dr. Naveed Yazdani
Contact -
Email sbe.dean@umt.edu.pk

Course Application:
Setting objectives and performance management can be a daunting and challenging
prospect for managers. This setting objectives and performance management
workshop is designed to help managers become more effective in developing,
supporting, coaching and managing the performance of staff. But the story does not
finish here it requires that when the staff’s performance is being management and
monitored than their compensation should also be matched with the desired
performance levels.

Course Duration:

Text books:
Performance Management by Herman Aguinis
Maximum Performance Management by Joseph H. Boyett, Ph.D
Managing Performance by Marion E. Haynes

Group Project:
There will be one major project, details of which will be provided in the class

Quizzes
Quizzes can be announced or surprise. The questions will be drawn from the
textbook or from assigned readings. You may not use your books or notes when
taking a quiz and are on your honor not to consult with another person.

Assignments
Assignments will be given on frequent basis. Some are relatively brief while others
require some research and more extensive answers. Some assignments will be
completed individually in which case you are expected to develop a word processed
solution that must be turned in within the specified period. Others will be completed
as a member of a group and the group will either turn in or present a group task.
Your grade will depend on how thoroughly and competently you prepare the
assignments and, where relevant, how actively and thoroughly you participate in the
group and respond to other students' work.

Make-up Policy
There is no makeup for a missed quiz regardless of the reason. No makeups
are given for assignments. If you are not in class when the assignment is due
you may not turn it in later.

Class Participation and Attendance

A great deal of valuable learning takes place through discussion of the course topics.
You are expected to attend all classes and participate in the class discussion
regularly. This means that you should have read the scheduled chapter(s) and
prepared the assignments before each class. Anyone with more than four missed
classes will be excluded from the course

Attendance will be conducted during first five minutes of the class and late comers
will be not accommodated.

Presentations
Presentations will be done on regular basis on the topic assigned to the students.

Grading Plan

Participation/ Attendance 10%

Assignments & Activities 15%

Midterm Exam 25%

Quizzes 10%

Final Project 25%

End Term 15%

TOTAL 100%
 Topics to be covered

sr# Details
1 Introduction of Performance Management
Case studies:
 Performance Management at Network Solutions, Inc.
 Distinguishing Performance Management Systems from
Performance Appraisal Systems
2 Performance Management & Strategic Planning
Case studies:
 Evaluating Vision and Mission Statements at PepsiCo
 Dilbert’s Mission Statement Generator
 Linking Performance Management to Strategy at Procter
& Gamble

3 The Basic for Maximum Performance Management.

4 Performance Management Process
Case studies:
 Job Analysis Exercise
 Disrupted Links in the Performance Management
Process at “Omega, Inc.”
Performance Management at the University of Ghana
5 How to Set Performance Goals & Objectives. Role Plays and
presentation
6 Implementing the performance management system
Case studies:
 Implementing a Performance Management Communication
Plan at Accounting, Inc.
 Implementing an Appeals Process at Accounting, Inc.
 Evaluation of Performance Management System at Ac-
counting, Inc.
 Training the Raters at Big Quality Care

7 Progress review and developing performance improvement

plans
8 Measuring Results and behaviors
Case studies:
 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

9 Gathering performance information

10 Constructive praising and constructive criticism
11 Coaching as a part of performance mgt
12 Progress reviews
13 Implementing a PM System
14 Diagnosing performance problems
15 Employee Development & performance management skills
Case studies:
 Developmental Plan Form at Old Dominion University
 Evaluation of a 360-degree Feedback System Demo
 Implementation of 360-degree Feedback
 System at Ridge Intellectual
 Personal Developmental Plan at Brainstorm, Inc.—Part I
 Personal Developmental Plan at Brainstorm, Inc.—Part II