Staff Performance Analysis
Staff Performance Analysis

Author: Laura A. Ford

Publisher:

Published: 1998

Total Pages: 294

ISBN-13:

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"The U.S. Army Research Institute for the Behavioral and Social Sciences (ARI), in coordination with the Directorate of Training and Doctrine Development-Force XXI and Fort Knox, sponsored this research and development effort to design simulation based training for selected members of conventional mounted brigade staff. Initial analysis of performance requirements in existing documentation revealed that the performance specifications were not sufficiently detailed for brigade battle staffs. Therefore, a systematic performance analysis was conducted. Brigade staff actions were role played by military subject matter experts (SME). Performance requirements were analyzed for three missions (movement to contact, area defense, and deliberate attack). After each role play session, SMEs responded to questionnaires regarding their actions and were interviewed extensively by training analysts Once the information was gathered, it was refined into task statements. The outcome of this process is a list of tasks that identify both individual and interactive performance requirements. The Combined Arms Operations at Brigade Level, Realistically Achieved Through Simulation (COBRAS) Brigade Staff Tasks are intended to be used as coaching guides for training observers and as job aids for the training participants."--DTIC.

How to Be Good at Performance Appraisals
How to Be Good at Performance Appraisals

Author: Dick Grote

Publisher: Harvard Business Press

Published: 2011-07-05

Total Pages: 228

ISBN-13: 1422142701

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Do you supervise people? If so, this book is for you. One of a manager’s toughest—and most important—responsibilities is to evaluate an employee’s performance, providing honest feedback and clarifying what they’ve done well and where they need to improve. In How to Be Good at Performance Appraisals, Dick Grote provides a concise, hands-on guide to succeeding at every step of the performance appraisal process—no matter what performance management system your organization uses. Through step-by-step instructions, examples, do-and-don’t bullet lists, sample dialogues, and suggested scripts, he shows you how to handle every appraisal activity from setting goals and defining job responsibilities to evaluating performance quality and discussing the performance evaluation face-to-face. Based on decades of experience guiding managers through their biggest challenges, Grote helps answer the questions he hears most often: • How do I set goals effectively? How many goals should someone set? • How do I evaluate a person’s behaviors? Which counts more, behaviors or results? • How do I determine the right performance appraisal rating? How do I explain my rating to a skeptical employee? • How do I tell someone she’s not meeting my expectations? How do I deliver bad news? Grote also explains how to tackle other thorny performance management tasks, including determining compensation and terminating poor performers. In accessible and useful language, How to Be Good at Performance Appraisals will help you handle performance appraisals confidently and successfully, no matter the size or culture of your organization. It’s the one book you need to excel at this daunting yet critical task.

HBR Guide to Performance Management (HBR Guide Series)
HBR Guide to Performance Management (HBR Guide Series)

Author: Harvard Business Review

Publisher: Harvard Business Press

Published: 2017-06-20

Total Pages: 256

ISBN-13: 1633692795

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Are your employees meeting their goals? Is their work improving over time? Understanding where your employees are succeeding—and falling short—is a pivotal part of ensuring you have the right talent to meet organizational objectives. In order to work with your people and effectively monitor their progress, you need a system in place. The HBR Guide to Performance Management provides a new multi-step, cyclical process to help you keep track of your employees' work, identify where they need to improve, and ensure they're growing with the organization. You'll learn to: Set clear employee goals that align with company objectives Monitor progress and check in regularly Close performance gaps Understand when to use performance analytics Create opportunities for growth, tailored to the individual Overcome and avoid burnout on your team Arm yourself with the advice you need to succeed on the job, with the most trusted brand in business. Packed with how-to essentials from leading experts, the HBR Guides provide smart answers to your most pressing work challenges.

The ROI of Human Capital
The ROI of Human Capital

Author: Jac FITZ-ENZ

Publisher: AMACOM Div American Mgmt Assn

Published: 2009-02-23

Total Pages: 338

ISBN-13: 0814413358

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The lifeblood of any business enterprise is its people. Yet it wasn’t until the publication of the groundbreaking book The ROI of Human Capital that there was a reliable way to quantify the contributions of people to corporate profit. Completely updated with new metrics, the book shows executives and HR professionals how to gauge human costs and productivity at three critical levels: organizational (contributions to corporate goals) • functional (impact on process improvement) • human resources management (value added by five basic HR department activities) The second edition contains new material on topics including corporate outsourcing, developments in behavioral science, and advances in trending and forecasting that have dramatically changed the way organizations measure the bottom line effect of employee performance. Utterly up-to-date, this is the go-to resource for organizations performing the essential task of measuring the value of their people.

Staff Performance Analysis
Staff Performance Analysis

Author: Laura A. Ford

Publisher:

Published: 1998

Total Pages: 296

ISBN-13:

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The U.S. Army Research Institute for the Behavioral and Social Sciences (ARI), in coordination with the Directorate of Training and Doctrine Development-Force XXI and Fort Knox, sponsored this research and development effort to design simulation based training for selected members of conventional mounted brigade staff. Initial analysis of performance requirements in existing documentation revealed that the performance specifications were not sufficiently detailed for brigade battle staffs. Therefore, a systematic performance analysis was conducted. Brigade staff actions were role played by military subject matter experts (SME). Performance requirements were analyzed for three missions (movement to contact, area defense, and deliberate attack). After each role play session, SMEs responded to questionnaires regarding their actions and were interviewed extensively by training analysts Once the information was gathered, it was refined into task statements. The outcome of this process is a list of tasks that identify both individual and interactive performance requirements. The Combined Arms Operations at Brigade Level, Realistically Achieved Through Simulation (COBRAS) Brigade Staff Tasks are intended to be used as coaching guides for training observers and as job aids for the training participants.

How to Make Performance Evaluations Really Work
How to Make Performance Evaluations Really Work

Author: Glenn Shepard

Publisher: John Wiley & Sons

Published: 2005-08-05

Total Pages: 163

ISBN-13: 0471745774

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The motivations and values of the newest generation entering the workforce are different from those of previous generations. You may be baffled about how to motivate or connect with this new generation. Learn how to modify the evaluation process based on the values of the new generation in How to Make Performance Evaluations Really Work. You'll find step-by-step guidelines for evaluating and motivating employees, learn what mistakes to avoid, what the legal pitfalls to watch for, and get numerous sample ready-to-use evaluation forms and sample phrases you can use as is or customize and make your own.

Improving Employee Performance Through Appraisal and Coaching
Improving Employee Performance Through Appraisal and Coaching

Author: Donald L. KIRKPATRICK

Publisher: AMACOM

Published: 2006-01-25

Total Pages: 271

ISBN-13: 0814429378

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Author Donald Kirkpatrick is one of the leading voices on human resources and training and development. For more than forty years, Kirkpatrick’s four-level performance evaluation model has been the standard throughout the world, and has revolutionized the way enterprises manage, monitor, and optimize employee performance. The new edition of Improving Performance Through Appraisal and Coaching contains all the wisdom and step-by-step processes of the original, with all the guidance and tools you’ll need to implement a program that gets maximum results. The book starts with a 40-question test about your organization and its processes and attitudes regarding performance appraisal and coaching. Taking the test both before and after reading the first section of the book will highlight exactly where your existing initiatives can be improved and new ones put in place. Kirkpatrick then goes on to describe in detail how a culture of coaching builds and enhances performance, and how to build this culture across the entire organization. Examples and eye-opening Notes from the Field both reinforce and complement the author’s sage recommendations, illustrating how his approaches can be adopted in their entirety or deployed piecemeal, depending on your organization’s specific needs. The case studies, both from major employers, prove the overarching value of a proactive performance appraisal program and vibrant coaching environment. The book is packed with ready-to-use forms and, more important, instructions and observations on their effective use. Plus, every chapter is designed for practical application, featuring accessible charts and figures, lists of key points, specific suggestions, cause-and-effect relationships, and much more. While workplaces and jobs have changed dramatically, some truths seem everlasting. One is that in order to obtain exceptional employee performance, you need to build a thorough and consistent appraisal mechanism and coaching program. The other is that there is no one more knowledgeable about how to do it than Donald Kirkpatrick.

Analysis for Improving Performance
Analysis for Improving Performance

Author: Richard Swanson

Publisher: Berrett-Koehler Publishers

Published: 2007-02-28

Total Pages: 337

ISBN-13: 1576755304

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Corporations spend millions of dollars on performance improvement, employee training and development, work system redesign, and other organizational improvement efforts. Much of this money is wasted because the preliminary analysis and diagnosis has not been done to link these programs to an organization's real business needs, goals, and processes. The truth is that in order for any performance improvement effort to add value to the organization, deep analysis is required. Analysis for Improving Performance details a systematic approach for doing the rigorous preparatory analysis that is vital to shaping and developing successful performance improvement efforts. Richard A. Swanson's methods enable program developers and managers to define clear objectives, assess existing systems and missions, analyze worker knowledge and expertise, define desired performance and evaluation standards, and develop a performance improvement plan that will meet the desired performance goals. This new edition has been extensively revised throughout and presents expanded concepts and updated cases, as well as a new chapter on documenting and improving work processes and documenting process-referenced tasks. Written for take-charge managers, performance improvement specialists, and workers wanting to improve their organizations, Analysis for Improving Performance provides “real-world” knowledge, tools, examples, graphics, and exercises aimed at developing your expertise in diagnosing organizational performance and documenting workplace expertise—the keys to long-term organizational success. In short, it is a complete guide to ensuring that the time, money, and effort you invest in organizational development are well spent.