Performance Management: Development & Deployment
- Format: Self-paced
- Course Duration: 1 hr 18 mins
- SHRM Professional Development Credits: 1.25
- HRCI General Recertification Credits: 1.25
- Certificate of Completion (after passing quiz)
Learn how to develop and deploy performance management methods for supporting a strong management team, one that openly communicates with its employees and works to maintain a collaborative environment. Performance management is an on-going, significant aspect of the employment cycle. It's essential for human resources to integrate the right feedback guidelines and principles into their organization's culture. This course is designed for HR professionals by an HR professional. It includes a complete overview of the Performance Management process and its overlap with the employment cycle. It also provides a review on setting performance criteria, developing goals and giving effective feedback. Finally, there's a lesson on annual performance reviews and trends. My mission is to help HR professionals succeed and this course will help you understand the performance management process and how you can implement it in support of your organization.
SHRM:
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
HRCI:
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Effective Feedback Defined
Module: Effective Feedback
Duration: 3:33
According to the Merriam-Webster dictionary, Feedback has three separate definitions, which one sounds right to you when we reference it in relation to the performance management process?
a. an annoying and unwanted sound caused by signals being returned to an electronic sound system
b. something (such as information or electricity) that is returned to a machine, system, or process
c. helpful information or criticism that is given to someone to say what can be done to improve performance, product, etc.
You guessed it. c. We want the input we give our employees to be helpful in an effort to improve performance. However, if that feedback isn't "effective", it may seem like A, an annoying and unwanted sound.
What do you mean by effective feedback?
Giving effective feedback is more of an art, than a science but first, here are the essential factors that make it effective whether formal or informal:
First and most importantly, is being specific and actionable. For negative feedback, don't try to address multiple issues. For positive feedback, to tell an employee he or she has done a good job and the manager doesn't reference why or how makes the employee question, what did I do right? True story.
Next, effective feedback is timed well. If your manager tells an employee he/she did something right or wrong, it should happen very soon after the event€not 9 months later. Again, true story.
Third, it focuses on the behavior, not the person! This relates to being more specific. The manager wants to address the particular action. Don't make it personal!
Also, ensure it's clear to the receiver. The manager should ask if the employee understands the feedback.
Fifth, feedback should really be given to help someone although it may not be recognized as such in the beginning. Managers must consider the needs of their employees. Couple more for you.
It has to be consistent and give reasons for your feedback. This relates to being clear.
And finally an essential factor is to be on-going and for both negative and positive reasons.
Which leads me to reference the employment cycle.
Effective feedback is a part of phases 3, Develop, 4, Perform and 5, Reward. Setting performance criteria or goal management will occur primarily during phase 2, Develop and 3, Perform. It's the ongoing effective feedback that links all three phases.
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Lessons Not Completed:
- Welcome and Course Overview
- What is Performance Management?
- Where does Performance Management fit into the Employment Cycle?
- Formal types of Performance Management Systems
- HR's Role Overview
- Introduction
- Goals defined
- Development and revision of goals
- HR's Role
- Do's and Don'ts
- Introduction
- Effective Feedback Defined
- Types of Feedback: Development: Coaching & Mentoring; Recognition; Constructive
- How to give effective feedback
- Coaching employees on receiving feedback
- HR's Role
- Do's and Don'ts
- Introduction
- Annual Performance Review vs. Performance Management
- What could go wrong?
- Link to the Rewards Phase
- HR's Role
- Do's and Don'ts
- Introduction
- Major HRIS providers with Performance Management Offering
- Important features
- HR's Role
- Trends
- Social Performance Management Systems
- Course wrap up
Instructor: Christina A. Danforth
Christina A. Danforth, SHRM-SCP and SPHR, is a Business Owner and Learning and Development Specialist specifically focused on career growth of HR professionals. Christina taught the SHRM Certification Exam Prep Course at Central CT State University for several years. She also served as a...