Powerful Performance Management Managers cite performance appraisals or annual reviews as one of their most disliked tasks.

Performance management eliminates the performance appraisal or annual review as the focus and concentrates on the entire spectrum of performance management and development issues. Employee performance development, training, cross-training, the provision of challenging assignments and regular performance feedback are included in an effective performance management system. Participants in the e-course will cover the following areas of interest during the four weeks of the course. You will learn: The definition of performance management, Why performance appraisals are universally disliked and don't work, How to use performance management to help people succeed and improve, How to communicate performance feedback,

How to set measurable goals as part of the performance development planning meeting, How to participate effectively in a performance management system, and How to integrate 360 degree or multi-rater feedback into your performance management system.

Additionally, you will learn to use performance management to develop a superior workforce via a documented performance management process. The process takes you from developing a job description through the actual performance development meeting and the recommended followup after the meeting. Classes start every week. You will receive the weekly study guide on the same morning on which you signed up to have the course delivered to your email address. You can take the class at your own pace, but you will receive the emails every week. The Powerful Performance Management e-course is free. The only cost to you is the time you spend working on the lessons.

There are a few things you should know before you sign up for the course. You cannot change your email address in the middle of the course, so be sure to use an address you'll have for at least seven weeks. Due to the amount of email I receive, I cannot reply to the "anti-spam" messages your network may send me about the course emails. So if you're using something that blocks email until a "real person" sends it, you'll need to turn it off to receive the course. I also do not respond to emails telling me that I must call a certain phone number to "prove" that you signed up to receive these emailed lessons. If you need feedback, you should post your questions and discussion in the HR Community Connection forum. Fill out the following form to receive the weekly course outlines and get started. Interested in more classes? Try these: Ten Days to a Happier, More Successful Career and Life

How to Recruit and Hire the Best Powerful Performance Management Conduct Powerful Job Interviews

http://humanresources.about.com/c/ec/14.htm Employee Training, Development, and Education Online - Email Classes These sites offer free or low cost email classes education online and training online in most areas of work related training and education needs. You'll be amazed at the free or low cost education and training available online and in email classes. Provide Job Training for Employees - On the Job Want to know how to provide effective job training for employees? The best job training happens at work. If you're committed to employee development - and powerful reasons exist about why employee development is critical - job training internally may provide your best answer.

Employees appreciate the chance to develop knowledge and skills... Human Resources Training and Success Tips Human Resources training classes are available via email from the About.com Human Resources site. Take the free Human Resources training. Sponsored Links http://humanresources.about.com/od/educationonli ne/Employee_Training_Development_and_Educati on_Online_Email_Classes.htm Training Trends By Susan M. Heathfield, About.com Guide Oct 24 2010 Training conferences provide insights into what is happening in the field of training and development. Attending the annual American Society for Training and Development (ASTD) conference or Training or another of the specialty training conferences now available, is educational. These are several of the trends I am hearing a lot about.

Multimedia and Online Training If youre not in multimedia or online training, youd better be thinking about it, said one trainer to another at a recent Training conference. Both the Exposition and the Conference sessions echoed this sentiment. A recent ASTD conference featured less multimedia, but online providers of educational sessions proliferated. Even though the current move in organizations has been to offer training on CDs, Web-based training (WBT) is not far behind. As one booth worker explained, There are basically three market segments these companies are going after. They want to be aggregators of content from whom organizations purchase a set of courses to offer internally. They want to develop and offer their own courses for an annual or pay by course fee. Or, they want to offer classes to individual consumers. The quality of the courses varies as does the amount and type of multimedia used in their presentation.

Additional Topics Generated by Web Based Training (WBT) This move to online learning has created several sub-conversations. One is Electronic Performance Support Systems (EPSS) that deals with the interface between people and software. Another is creating and offering courses that trainees will actually finish; the drop out rate in self-monitored training is high. In a less positive direction, some providers of traditional training were attempting to move traditional, manual-based courses online. The resultant courses looked like training manuals online and did not tap into the advantages of the Web including interconnectivity and the ability to publish real-time, up-to-the-minute information. Finally, training professionals were discussing how to integrate a real, live instructor and peer interaction with Web-based or CD training.

Performance Consulting Human Performance Technology or performance consulting is changing the face of the traditional training department forever. Few training organizations offer trainer-led, generic classes as the only, or even major, solution to organizational challenges and opportunities any more. Emphasis is now placed on providing a range of potential solutions and assists that include in-depth needs assessment via interviews, surveys and focus groups. Alternatives to training offered by progressive human resource departments include coaching, organizational development or planned change consultation and interventions, facilitated planning sessions and large group processes. The training that is provided is often custom-designed with stated outcomes congruent with the direction of the business. Performance Management Another trend that is sweeping the field of human resources is the integration of training and

development into an entire performance management system. Organizations are moving away from the long-established, one-on-one appraisal or performance review with a boss held once per year. They are designing performance management systems, instead, that provide an individual with personal and professional developmental goals and training opportunities. In a performance management system, people receive more frequent feedback from many points of view including peers, direct reporting staff members and the boss. The feedback, known as 360-degree feedback, provides a more balanced set of observations for the employee. The performance management system also integrates a performance development plan for the individual. This plan assists the employee to continue to develop his skills and abilities. For these plans, preference is accorded to integrated corporate university courses and internally custom designed and presented training.

Performance development plans may include coursework, but also provide learning activities on the job such as special projects, serving on crossfunctional teams, and skill stretching job assignments. Conclusions About Training Trends One training trend is for sure. Traditional classroom training is no longer the exclusive opportunity to learn. The age of training that includes training CDs, email classes, online learning, blended learning and university degrees online is exploding. These training opportunities are here to stay. I look forward to watching and participating in their growth and change. Interested in free online training in a multitude of topics? Check out my online training resources. http://humanresources.about.com/od/trainingtrends/ a/training_trends.htm

Performance management From Wikipedia, the free encyclopedia For the performance management in the context of Information Technology, see IT Performance Management. This article needs additional citations for verification. Please help improve this article by adding citations to reliable sources. Unsourced material may be challenged and removed. (October 2010) Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the

performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance management as referenced on this page is a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance.[1]

Contents [hide]

1 Application 2 Benefits 3 Organizational Development 4 See also 5 References 6 External links 7 Further reading

[edit]Application This is used most often in the workplace, can apply wherever people interact schools, churches, community meetings, sports teams, health setting, governmental agencies, and even political settings anywhere in the world people interact with their environments to produce desired effects. Armstrong and Baron (1998) defined it as a strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and

by developing the capabilities of teams and individual contributors. It may be possible to get all employees to reconcile personal goals with organizational goals and increase productivity and profitability of an organization using this process.[2] It can be applied by organisations or a single department or section inside an organisation, as well as an individual person. The performance process is appropriately a named the self-propelled performance process (SPPP).[citation needed] First, a commitment analysis must be done where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position. Following the commitment analysis is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this

analysis is to determine the continuous critical objectives and performance standards for each job. [edit]Benefits Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day (i.e. the time they spend not actually doing their job). Benefits may include: Direct financial gain

Grow sales Reduce costs in the organization Stop project overruns

Aligns the organization directly behind the CEO's goals Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals

Motivated workforce Optimizes incentive plans to specific goals for over achievement, not just business as usual Improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals Create transparency in achievement of goals High confidence in bonus payment process Professional development programs are better aligned directly to achieving business level goals

Improved management control Flexible, responsive to management needs Displays data relationships Helps audit / comply with legislative requirements

Simplifies communication of strategic goals scenario planning Provides well documented and communicated process documentation

[edit]Organizational Development In organizational development (OD), performance can be thought of as Actual Results vs Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle: Performance planning where goals and objectives are established 2. Performance coaching where a manager intervenes to give feedback and adjust performance 3. Performance appraisal where individual performance is formally documented and feedback delivered
1.

A performance problem is any gap between Desired Results and Actual Results. Performance

improvement is any effort targeted at closing the gap between Actual Results and Desired Results. Other organizational development definitions are slightly different. The U.S. Office of Personnel Management (OPM) indicates that Performance Management consists of a system or process whereby: 1. Work is planned and expectations are set 2. Performance of work is monitored 3. Staff ability to perform is developed and enhanced 4. Performance is rated or measured and the ratings summarized 5. Top performance is rewarded[3]