This course is part of the Human Resource Management: HR for People Managers Specialization

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Larry Bourgerie

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Human Resource Management: HR for People Managers SpecializationUniversity of Minnesota

About this Course

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Once you have hired good employees, the next step that successful people managers take is to develop the full potential of their employees.  Performance management is a process that helps managers achieve the goal of getting the best from their employees. 
In this third course in the Human Resources for People Managers specialization,  we will discuss the skills and key processes you will need to develop your employees to attain department and organizational goals.  These skills will include setting clear expectations, providing positive and corrective feedback, and delivering an effective performance appraisal.

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Course 3 of 5 in the

Human Resource Management: HR for People Managers Specialization

Approx. 15 hours to complete

English

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Skills you will gain

Performance Appraisal
Human Resources (HR)
Performance Management
Organizational Culture

Flexible deadlines

Reset deadlines in accordance to your schedule.

Shareable Certificate

Earn a Certificate upon completion

100% online

Start instantly and learn at your own schedule.

Course 3 of 5 in the

Human Resource Management: HR for People Managers Specialization

Approx. 15 hours to complete

English

Could your company benefit from training employees on in-demand skills?

Try Coursera for Business

Instructor

Instructor rating

4.68/5 (453 Ratings)

Larry Bourgerie

Senior Lecturer

Carlson School of Management, Department of Work and Organizations

66,906 Learners

2 Courses

Offered by

University of Minnesota

The University of Minnesota is among the largest public research universities in the country, offering undergraduate, graduate, and professional students a multitude of opportunities for study and research. Located at the heart of one of the nation’s most vibrant, diverse metropolitan communities, students on the campuses in Minneapolis and St. Paul benefit from extensive partnerships with world-renowned health centers, international corporations, government agencies, and arts, nonprofit, and public service organizations.

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Syllabus - What you will learn from this course

Content Rating96%(8,784 ratings)

Week1

Week 1

3 hours to complete

GETTING STARTED - DEVELOPING PERFORMANCE MANAGEMENT SYSTEMS

In this module, you will begin your journey into learning about managing employee performance for your organization. We will cover performance management fundamentals and discuss ways to be more strategic in implementing better performance management in your organization. Two key elements that will be useful to people managers in this module are the difference between performance appraisals and performance management and recognizing how performance management can affect your organization.

3 hours to complete

11 videos (Total 76 min)

11 videos

1.1.1 Developing People (Course Introduction)9m1.1.2 About Larry Bourgerie3m1.1.3 Linking Performance Management to Financial Outcomes (ROI)5m1.1.4 Culture and Performance Management - A Global Perspective3m1.2.1 Performance Management and Performance Review; Aren't They the Same Thing?4m1.2.2 Purposes and Design Elements of Effective Performance Management9m1.2.3 The Impact of Effective Performance Management Both Internally and Externally7m1.3.1 Strategic Performance Management Model7m1.3.2 Perils of Poorly Implemented Performance Management5m1.3.3 Role of Training in Performance Management Strategy6m1.3.4 Performance Management's Link to Strategy13m

4 practice exercises

Managing Employee Performance Overview30mPerformance Management Fundamentals30mStrategy and Performance Management30mDeveloping Performance Management Systems30m

Week2

Week 2

4 hours to complete

IMPLEMENTING PERFORMANCE MANAGEMENT SYSTEMS

In this module we will begin to put structure around performance management. We will discuss the difference between results and behavior and how to describe and identify performance objectives and standards. You will also learn how to identify employee skills and how you can use this to develop performance standards. Finally, you will learn about three ways to measure results and behaviors and the different benefits and limitations each approach offers.

4 hours to complete

12 videos (Total 78 min)

12 videos

2.1.1 Behavior and Results: Aren't They Both Performance?6m2.1.2 "Calculating" Performance8m2.1.3 The Importance of Defining Performance5m2.2.1 Traits, Behaviors, Results - What Is Important?7m2.2.2 Performance-Task Skills vs Transferable Skills4m2.2.3 Characteristics of Effective Performance Objectives13m2.2.4 Developing Performance Standards6m2.3.1 Are There Options When I am Measuring Performance6m2.3.2 Why Use the Comparative Methods Approach?5m2.3.3 Why Use the Absolute Methods Approach?3m2.3.4 Why Use the Results Methods Approach?4m2.3.5 Combo Method: Menu vs. Buffet5m

3 practice exercises

Defining Performance30mMeasuring Performance and Developing Objectives30mMeasuring Results and Behavior30m

Week3

Week 3

4 hours to complete

TOOLS FOR EFFECTIVE PERFORMANCE MANAGEMENT

In this module, you will learn the fundamentals of performance reviews. You will learn the steps for conducting an effective performance review, timing and frequency, and how to create individual development plans for your employees. Another key element in this module is feedback; You will learn the components of effective feedback, the advantages and disadvantages of multirater feedback, and why giving feedback is so important. Finally, you'll learn ways to avoid rater bias and elements for best practice in performance reviews.

4 hours to complete

13 videos (Total 99 min), 2 readings, 4 quizzes

13 videos

3.1.1 Benefits and Purposes of Performance Reviews10m3.1.2 Steps in Conducting an Effective Review15m3.1.3 Components of a Review Form2m3.1.4 Timing and Frequency of Reviews5m3.1.5 Developing an Individual Development Plan4m3.2.1 Components of Effective Feedback13m3.2.2 What is Multi Rater Feedback?6m3.2.3 Pros and Cons of Multirater Feedback8m3.2.4 Costs of not Giving Feedback8m3.3.1 Identifying Types of General Rating Errors7m3.3.2 Rating Errors and Practical Impact5m3.3.3 Training to Minimize Manager Bias In the Rating Process4m3.3.4 Best Practices to Minimize Legal Exposure4m

2 readings

Performance Review TED Talk10mNY Times Article on Giving Effective Feedback10m

4 practice exercises

Effective Reviews30mEffective Feedback30mPreventing Rater Bias30mTools for Effective Performance Management30m

Week4

Week 4

4 hours to complete

CREATING A POSITIVE PERFORMANCE CULTURE

You are now ready to bring things full circle. In this module you will learn how to create a positive performance culture in you organization. You will learn the fundamentals of creating civility in your organizational cultures, as well as ways to identify and correct incivility, which can weaken your organization's performance. Finally, you will learn about building a culture that focuses on values and strengths. A culture that creates and reinforces positive norms and values is a culture that helps your organization grow. It is important to "walk the talk" and model the behaviors of positive performance culture.

4 hours to complete

11 videos (Total 87 min)

11 videos

4.1.1 Role of Culture in Performance Management4m4.1.2 What is Culture?6m4.1.3 Fundamentals of Civility -The 3 R's6m4.2.1 What is a Culture of Incivility?7m4.2.2 Impact of Culture Incivility (Individuals & Teams)8m4.2.3 Hard and Soft Costs of Incivility on Organizations7m4.2.4 Culture's Impact on Performance Management6m4.3.1 Building on Your Values and Strengths8m4.3.2 Creating and Reinforcing Performance Norms and Values9m4.3.3 Linking Cultural Norms and Behavior into HR and Performance Management Practices11m4.3.4."Walk the Talk": Model the Behavior Where You Are11m

4 practice exercises

Role of Culture in the Organization30mThe High Cost of Incivility30mCreating and Maintaining a Performance Management Culture30mCreating a Positive Performance Culture30m

Reviews

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TOP REVIEWS FROM MANAGING EMPLOYEE PERFORMANCE

by NSOct 1, 2016

It's a great course for people who are newcomers in employee performance management. And for those who seek to have better career with this knowledge, I think this could advantage them.

by BOJun 30, 2018

Another great course. This course explains and delivers the benefits of having clear goals and objectives that outline who, what, and when of the employee and reduces any surprises to expectations!

by PASep 28, 2022

Ggreat course! Recommend to everyone who wants to get amazing knowledge in Performance Management. Thanks to each one who takes part in making this course. You did a perfect job!

by EKMar 17, 2018

One of the best HR-related courses I've ever taken. So many valuable insights that are presented as a system to provide big picture of the performance management in organizations.

View all reviews

About the Human Resource Management: HR for People Managers Specialization

Do you have people reporting to you that need managing? Or perhaps you want to consider a career in human resources? Or freshen up your HR knowledge?

This specialization provides a robust introduction to the key principles, policies, and practices of human resource management. The specialization begins with a foundational course that considers alternative approaches to managing human resources, provides a background to the U.S. legal context in which employees are hired, fired, rewarded, and managed, and outlines the different reasons that people are motivated to work. The remaining three courses tackle three core areas that all managers should understand: hiring employees, evaluating their performance, and rewarding them. Throughout the courses, an accessible, scientific approach is embraced such that best practices and practical tips are informed by research, but presented in accessible, applied ways. Upon completing the specialization, learners will have a deeper understanding of what works in the workplace, including a toolkit of best practices for hiring, managing, and rewarding employees. The specialization will be valuable for managers and entrepreneurs taking on these responsibilities as well as anyone else interested in the fundamental principles of human resource management. The Capstone Project will provide an opportunity to apply this knowledge to a real situation, including your own organization or work unit if desired.

Human Resource Management: HR for People Managers

Frequently Asked Questions

When will I have access to the lectures and assignments?
Access to lectures and assignments depends on your type of enrollment. If you take a course in audit mode, you will be able to see most course materials for free. To access graded assignments and to earn a Certificate, you will need to purchase the Certificate experience, during or after your audit. If you don't see the audit option:
The course may not offer an audit option. You can try a Free Trial instead, or apply for Financial Aid.
The course may offer 'Full Course, No Certificate' instead. This option lets you see all course materials, submit required assessments, and get a final grade. This also means that you will not be able to purchase a Certificate experience.
What will I get if I subscribe to this Specialization?
When you enroll in the course, you get access to all of the courses in the Specialization, and you earn a certificate when you complete the work. Your electronic Certificate will be added to your Accomplishments page - from there, you can print your Certificate or add it to your LinkedIn profile. If you only want to read and view the course content, you can audit the course for free.
Is financial aid available?
Yes. In select learning programs, you can apply for financial aid or a scholarship if you can’t afford the enrollment fee. If fin aid or scholarship is available for your learning program selection, you’ll find a link to apply on the description page.

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