About this course: 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.
Created by: University of Minnesota
Taught by: Larry Bourgerie, Senior Lecturer
Carlson School of Management, Department of Work and Organizations
| Basic Info | Course 3 of 5 in the Human Resource Management: HR for People Managers Specialization |
| Commitment | 4 weeks of study, 3-5 hours/week |
| Language | English, Subtitles: Vietnamese, Korean |
| How To Pass | Pass all graded assignments to complete the course. |
| User Ratings |
Syllabus
WEEK 1
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.
11 videos, 3 practice quizzes
- Video: 1.1.1 Developing People (Course Introduction)
- Video: 1.1.2 About Larry Bourgerie
- Video: 1.1.3 Linking Performance Management to Financial Outcomes (ROI)
- Video: 1.1.4 Culture and Performance Management - A Global Perspective
- Practice Quiz: Managing Employee Performance Overview
- Video: 1.2.1 Performance Management and Performance Review; Aren't They the Same Thing?
- Video: 1.2.2 Purposes and Design Elements of Effective Performance Management
- Video: 1.2.3 The Impact of Effective Performance Management Both Internally and Externally
- Discussion Prompt: Differences between Performance Appraisals and Performance Management
- Practice Quiz: Performance Management Fundamentals
- Video: 1.3.1 Strategic Performance Management Model
- Video: 1.3.2 Perils of Poorly Implemented Performance Management
- Video: 1.3.3 Role of Training in Performance Management Strategy
- Video: 1.3.4 Performance Management's Link to Strategy
- Practice Quiz: Strategy and Performance Management
Graded: Developing Performance Management Systems
WEEK 2
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.
12 videos, 3 practice quizzes
- Video: 2.1.1 Behavior and Results: Aren't They Both Performance?
- Video: 2.1.2 "Calculating" Performance
- Video: 2.1.3 The Importance of Defining Performance
- Practice Quiz: Defining Performance
- Video: 2.2.1 Traits, Behaviors, Results - What Is Important?
- Video: 2.2.2 Performance-Task Skills vs Transferable Skills
- Video: 2.2.3 Characteristics of Effective Performance Objectives
- Video: 2.2.4 Developing Performance Standards
- Practice Quiz: Measuring Performance and Developing Objectives
- Video: 2.3.1 Are There Options When I am Measuring Performance
- Video: 2.3.2 Why Use the Comparative Methods Approach?
- Video: 2.3.3 Why Use the Absolute Methods Approach?
- Video: 2.3.4 Why Use the Results Methods Approach?
- Video: 2.3.5 Combo Method: Menu vs. Buffet
- Practice Quiz: Measuring Results and Behavior
Graded: Management by Objective (MBO)
WEEK 3
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.
13 videos, 2 readings, 3 practice quizzes
- Reading: Performance Review TED Talk
- Video: 3.1.1 Benefits and Purposes of Performance Reviews
- Discussion Prompt: Best & Worse Performance Review
- Video: 3.1.2 Steps in Conducting an Effective Review
- Video: 3.1.3 Components of a Review Form
- Video: 3.1.4 Timing and Frequency of Reviews
- Video: 3.1.5 Developing an Individual Development Plan
- Practice Quiz: Effective Reviews
- Reading: NY Times Article on Giving Effective Feedback
- Video: 3.2.1 Components of Effective Feedback
- Video: 3.2.2 What is Multi Rater Feedback?
- Video: 3.2.3 Pros and Cons of Multirater Feedback
- Video: 3.2.4 Costs of not Giving Feedback
- Practice Quiz: Effective Feedback
- Video: 3.3.1 Identifying Types of General Rating Errors
- Video: 3.3.2 Rating Errors and Practical Impact
- Video: 3.3.3 Training to Minimize Manager Bias In the Rating Process
- Video: 3.3.4 Best Practices to Minimize Legal Exposure
- Practice Quiz: Preventing Rater Bias
Graded: Tools for Effective Performance Management
WEEK 4
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.
11 videos, 3 practice quizzes
- Video: 4.1.1 Role of Culture in Performance Management
- Video: 4.1.2 What is Culture?
- Video: 4.1.3 Fundamentals of Civility -The 3 R's
- Discussion Prompt: What is a Respectful, Civil Environment?
- Practice Quiz: Role of Culture in the Organization
- Video: 4.2.1 What is a Culture of Incivility?
- Video: 4.2.2 Impact of Culture Incivility (Individuals & Teams)
- Video: 4.2.3 Hard and Soft Costs of Incivility on Organizations
- Video: 4.2.4 Culture's Impact on Performance Management
- Practice Quiz: The High Cost of Incivility
- Video: 4.3.1 Building on Your Values and Strengths
- Video: 4.3.2 Creating and Reinforcing Performance Norms and Values
- Video: 4.3.3 Linking Cultural Norms and Behavior into HR and Performance Management Practices
- Video: 4.3.4."Walk the Talk": Model the Behavior Where You Are
- Practice Quiz: Creating and Maintaining a Performance Management Culture
Graded: Creating a Positive Performance Culture
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Ratings and Reviews
Very educational and learnt a lot about how performance management can be effectively done that benefits employees, organization and the customers.
The prof was great. Didnt feel like an online program at all, felt like I was right there. The assignments and discussion prompts were good too :)
A very interesting, detailed and, at the same time, concise presentation of material with very valuable tips from lecturer's individual professional experience. Even the small video pieces were fully saturated with ideas for a manger to effectively manage employee performance from start to finish. The course could be even better if the lecturer included useful references for further reading on the subject.
Thank you very much indeed for this wonderful course!
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This course was helpful and made me understand the importance of employee development once recruitment and on boarding is done.
I've started implementing the rules explained in this program on my employee and the feedback so far is positive.