Copy of Modul 1 Intro PM- KMS 3033 2009

8/3/2019 Copy of Modul 1 Intro PM- KMS 3033 2009

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Performance Management


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Performance Management

Overview and scenario


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Key Words and Characteristics

Explaining 21st Century

The borderless world (Harris, 2002)

Stif compentencies (Shurchuluu, 2002)

The digital era/ information age (Kandampully,2002; Mukherji, 2002)

Global market (Hendrick & Ludeman, 2002)

K-economy (Mukherji, 2002)

World is flat (Friedman, 2005)

E-government (Golicic, Davis, McCathy &Meutzer, 2002)

Globalisation (Friedman, 2005)


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Key Words and Characteristics Explaining Person

Competencies in 21st Century

Emotional spiritual quotient (Ary Ginanjar

Agustian, 2006)

Synergy or strife (Hauff, 1989)

labor-management cooperation (Gatchalian &

Gatchalian, 2003)

Human capital (Perez & Ordenez, 2003)

Nano workers (Juran Institute, 2007)

Intellectual capital (Nedlrum & Erickson, 2001)


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Key Words and Characteristics Explaining Research in

Performance management in the 21st Century

Link with strategic agenda (Rusli Ahmad,

2007a)

Developmental approach (more open and

transparent) (Rusli Ahmad, 2006)

Expert witness (Simmons, 2002) User friendly of the instrument (

Well-established key-components (Coutts &

Schneider, 2004)

Process (Khoury & Analoi, 2004)

Cognitive process (Rusli Ahmad & Nur Azman

Ali, 2004)

Purpose of PA (Yongcourt, Leiva & Jones, 2007)

TQM (Soltani, 2005) Accuracy and halo (Van Scooter, Moustafa,Burnett & Michael, 2007)

Satisfaction (Cook & Crossman, 2004) Coaching (Brackett, Reid & Green, 2007)

External control management technique (Law,

2007)

Behaviour based competencies (Catona, Darr &

Cambell, 2007)


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Related Issues:

Issue 1: The performancephilosophy

a. Administrative

b. Judgemental

c. Development


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Issue2:

Roles and responsibilities


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Issue 3:

Measurement or methods

-Trait

- Behaviour

- Result


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Issue 5:

Performance management process- continuous/ on going

- Reciprocal

- Matrix- hybrid


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Issue 6:

Objective and standard of evaluation

- core business- Job description

- KPI

- Profit/ loss

- Tangible/ intangible


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Issue 7:

Performance mentoring andcontrol

- Advising- Helping

- Facilitating

- Coaching- negotiating


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Issue 8:

Individual performance or teamor group performance


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Issue 9:

Performance audit- before

- during

- after


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Issue 10:

The forecasting issues/

strategic agenda


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Issue 11:

Leadership styles and effective

performance management

- Autocratic- Democratic

- Laizze-faire


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Issue 12:

The political mask


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Issue 13:

Customer and user friendlinessof performance management

system

- is it only the form/

instrument?


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Issue 14:

Win-win situation/ smartpartnership


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Issue 15:

Performance training


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Issue 16:

TQM/ quality issue


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Issue 17:

Communication and socialcultural context


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Issue 18:

Profit and loss


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Issue 19:

360 feedback


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Issue 20:

The performance managementconflict


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Issue 21:

Internal and external process


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What are the challenges?

Fairness

Various factors

Subjectivity

Quota system

Criticisms

Organization

culture

Acceptability


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Conclusion

21st

century- change in workcharacteristics

Amends, reconstruct and revise of

the performance managementpractice


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References

Ahmad, R. and Spicer, D.P. (2002) A study ofCognitive Processing Models Used in the AppraisalSystem: The Malaysian Public Service,Asian Academyof Management Journal, 7(2), 1-16.

Ahmad, R. and Ali, N. A. (2003) The Use of CognitiveMapping Technique in Management Research: Theoryand Practice,Management Research News, 26 (7), 1-15.

Ahmad, R. and Ali, N. A. (2004) Performance AppraisalDecision in the Malaysian Public Service,InternationalJournal of Public Sector Management 17(1), 4864.

Ahmad, R. and Spicer, D.P. (2006) CognitiveProcessing Models in Performance Appraisal: Evidencefrom the Malaysian Education System,Human

Resource International Journal, 16 (2), 214-230.


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Billsberry J. (2000) The Effective Manager: Perspective and Illustrations. Thousand Oaks: Sage.

Catano, V.M., Darr, W. and Campbell, C.A. (2007) Performance appraisal of behavior-based competencies: a reliable and valid procedure. Personnel

Psychology. Vol. 60 (1), pp. 201-230.

Coutts, L.M. and Schneider F.W. (2004) Police officer performance appraisal systems: How good are they?An International Journal of Police Strategies and

anagement. Vol. 27 (1), pp. 6781.

Cook, J. and Crossman A. (2004) Satisfaction with performance appraisal systems: A study of role perceptions Journal of Managerial Psychology. Vol. 19

(5), pp. 526541.

Khoury G.C. and Analoui (2004) Innovative management model for performance appraisal: the case of the Palestinian public universities. Management

esearch News. Vol. 27 (1/2) pp. 5673.Kandampully, J. (2002) Innovation as the core competency of a service organisation: the role of technology, knowledge and networks.European Journal of

Innovation Management. Vol. 5 (1), pp. 1826.

Muhd Rais Abdul Karim (1999) The Challenging of Malaysia Public Service. Kuala Lumpur: Pelanduk.

Mukherji A. (2002) The evolution of information systems: their impact on organizations and structures.Management Decision. Vol. 40 (5), pp. 497507.

Nerdrum, L. and Erikson T. (2001) Intellectual capital: a human capitalperspective.Journal of Intellectual Capital. Vol. 2 (2), pp. 127135.

Perez, J.R. and de Pablos, D.O (2003) Knowledge management and organizational impetitiveness: A framework for human capital analysisJournal of

Knowledge Management. Vol. 7 (3), pp. 8291.

Rusli Ahmad (2007a)Employees Appraisal: Everything You Have Always Wanted to Know. Kuching, RS Group.Rusli Ahmad (2007b)Employees Appraisal and cognitive information system. Kuching, Penerbit UNIMAS.

Rusli Ahmad (2003) Cognitive Processing System in Performance Appraisal Decision Unpublished Doctor of Philosophy Thesis. University of Bradford

Management School, United Kingdom.

Rusli Ahmad and Nur Azman Ali (2004) Performance appraisal decision in Malaysian public service. International Journal of Public Sector Management.

Vol. 17 (1) pp. 4864.

Rusli Ahmad and Spicer D.P. (2002) A Study of the Cognitive Processing Models used in the Appraisal System. The Malaysian Public Service,ASIAN

Academy of Management Journal. Vol. 7 No. 2, pp. 1-16.

Rusli Ahmadand Spicer D.P. (2001a) Cognitive Processing Models in Performance Appraisal: Evidence from the Malaysian Public Sector. Paper presented at

EDAMBA Summer School, Bonas (21-26 July).

Rusli Ahmadand Spicer, D.P. (2001b) A study of Cognitive Processing Model (CPM) for the Malaysian Public Service (MPS) New Performance AppraisalSystem (NPAS),The Fourth ASIAN Academy of Management (AAM) Conference 2001 Proceedings (Volume 1) (10-13 November), Johor Bharu, Malaysia,

pp. 440449.

Rusli Ahmad and Spicer D.P. (2000) Practice of Performance Appraisal in the Malaysian Public Service: Proposal for Research Exploring the Cognitive

Processing Model. Paper Presented at the First Symposium on Graduate Management Research, Universiti Utara Malaysia (15-16 November).

Shurcluluu, P. (2002) National productivity and competitive strategies for the new millenniumIntegrated Manufacturing Systems Journal. Vol. 13 (6), pp.

408414.

Simmons J. (2004) An expertwitness perspective on performance appraisal in universities and collegesEmployee Relation. Vol. 24 (1), pp 86100.

Soltani, E. (2005) Conflict between theory and practice: TQM and performance appraisalInternational Journal of Quality and Reliability Management. Vol.

22 (8), pp. 796818.

Youngcourt, S.S. and Leiva, P.I. and Jones R.G., (2007) Perceived purposes of performance appraisal: Correlates of individual- and position-focused purposes

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