COHR 304

Training, Development & Performance

Management
Professor Tom Knight
Fall 2015

November 5
2

Midterm Exams
Team Project Guidelines
Performance Appraisal Dialogue & Coaching
Get Rid of Performance Appraisals!
Discussion: Uses of Performance Appraisal
Information

Training, Development & Performance Management

Fall 2015

Midterm Exams
3

Obviously: Too Long!

Problems with stages of training program design.
PLEASE REVIEW October 6 Notes that Follow
Raw Scores:
Mean: 68%
High: 93%
Low: 41%
FINAL SCORES: 5 POINTS HAVE BEEN ADDED TO
EACH MIDTERM SCORE! MEAN = 73% ETC.

Training, Development & Performance Management

Fall 2015

Training Program Development

4

Job Analysis!
Needs Assessment
Substance Definition
Learning Strategy & Objectives
Choice of Methods
Delivery & Program Evaluation
Evaluation of Learning Transfer & Impact on
Performance
Program Revision
Training, Development & Performance Management

Fall 2015

Team Project Guidelines

5

Handout
Hope this is adequate!
I think we do you a disservice by providing
super-detailed instructions on everything!
Real world: You will not get this OR as rapid or
much feedback as you might want!
Exercise your creativity, judgment and
intelligence to prepare your project!
Questions?
Training, Development & Performance Management

Fall 2015

Performance Appraisal Dialogue

6

Key to effective performance management process

3 types of appraisal discussion:
Performance unsatisfactory but correctable
Performance acceptable but no promotion possible
Performance acceptable, promotion possible or likely
Note linkages between appraisal and:
Rewards ands recognition
Employee career development strategy and plans
See Guidelines for Effective Appraisal Process p.
287
Training, Development & Performance Management

Fall 2015

The Appraisal Interview

7

1.
2.
3.
4.

5.

Be direct and specific

Avoid personalizing stick to the facts
Encourage the employee to talk
Develop an action plan to correct
unnacceptable performance
Confirm that employee understands (if not
agrees to) appraisal

Training, Development & Performance Management

Fall 2015

Video
8

Performance Coaching: Four

Steps to Effective Coaching

Training, Development & Performance Management

Fall 2015

Keys to Employee Satisfaction with

Appraisal Process
9

Not feeling threatened

Having opportunity to present their ideas &
feelings
Process conducted by helpful & constructive
supervisor

Training, Development & Performance Management

Fall 2015

10

Legally Defensible Appraisal

Process

1.

2.

3.
4.
5.
6.

On the way to just cause for termination:

Clarity about performance not meeting
reasonable expectations
Communicate that warnings part of
disciplinary process
Prompt corrective measures
Avoid mixed messages
Reasonable time to improve performance
Provide support to facilitate improvement
Training, Development & Performance Management

Fall 2015

Prof. Samual Culbert: 10 Reasons to

Get Rid of Performance Reviews!
11

10. Everybody hates giving them and getting them.

9. Theyre not objective.
8. They prevent employee improvement.
7. They destroy teamwork.
6. They keep employees from offering smart ideas.
5. They dont help with lawsuits.
4. They distort discussions about pay.
3. Improvements to the review only do more damage.
2. Theres a better way. (Performance PREviews)
1. Theyre just plain stupid.
Training, Development & Performance Management

Fall 2015