Chapter10HumanResourcesManagement

Unit1OrganizationalDesignUnit2PerformanceMeasurement

Unit1OrganizationalDesign

1.AimofHRM2.NecessityofOrganizationalDesign3.JobOrganizationStructure4.InstructionsforCompletingEWP5.GuideforDesigninganEWP

1.AimofHRM

HumanResourceManagement(HRM)aimsatrecruitingcapable,flexibleandloyalpeople,managingandrewardingtheirperformanceanddevelopingkeyqualifications.AHRMexperthasdistinguishedbetweenhardandsoftformsofHRM,typifiedbytheMichiganandHarvardmodelsrespectively.2.NecessityofOrganizationalDesign

TheHRMSystemincludesaunifiedjoborganizationstructureandabandedsalarystructure.Thejoborganizationandpaybandsalarystructureincorporatesthewidevarietyofworkperformed.Themethodinwhichjobscanbeorganizedchangesfromaclassificationsystemconsistingofover1,000jobclassestoaunifiedoneofapproximately300broadjobRoles.3.JobOrganizationStructure

ThejoborganizationstructureisgenerallyarrangedintoOccupationalFamilies,CareerGroupsandRoles.CareerGroupsandRolesaredescribedinCareerGroupDescriptions.

OccupationalFamilyCareerGroupRole

CareerGroupDescription

4.InstructionsforCompletingEWP

TheEWPisacombinationoftheemployeeworkdescription,performanceplan,andevaluationassessment,itincludes:PositionIdentificationInformationWorkDescription&PerformancePlan

EmployeeDevelopmentPlan

ReviewofWorkDescription/PerformancePlan

4.InstructionsforCompletingEWP

Employee/PositionIdentificationInformation

PerformanceEvaluationEmployeeDevelopmentResultsOverallResultsAssessmentandRatingEarned

ReviewofPerformanceEvaluation

ConfidentialityStatement

Physical/CognitiveRequirements

5.GuideforDesigninganEWP

TheEWPshouldbedesignedtohaveabreakjustbeforeReviewofWorkDescription/PerformancePlan.ThisallowsPositionIdentificationInformationandWorkDescription&PerformancePlantobeeasilycopiedandsharedwithotheragenciesandDepartmentofHRM,withoutsharingpersonaldevelopmentplanningorperformanceevaluationinformation.5.GuideforDesigninganEWPThenecessaryelements:PositionIdentificationInformation

AWorkDescription&PerformancePlan

AnEmployeeDevelopmentPlan

ReviewofWorkDescription/PerformancePlanEmployee/PositionIdentificationInformation

5.GuideforDesigninganEWPPerformanceEvaluation

EmployeeDevelopmentResults

OverallResultsAssessmentandRatingEarned

ReviewofPerformanceEvaluation

Unit2PerformanceMeasurement

1.AimofPerformanceMeasurement

2.BasicTermsofPerformanceManagement

3.PrinciplesofPerformanceManagement

4.RatingsofPerformanceManagement

5.PerformanceManagementProcess6.KeyBenefitsofPerformanceManagement

1.AimofPerformanceMeasurement

TheperformancemanagementprogramusedintheCompensationManagementSystemretainsselectedfeaturesoftheoriginalEmployeeIncentivePayProgram(EIPP)

butexpandstheconceptoflinkingemployeeperformancetopay.

Theexpandedfeaturesoftheperformancemanagementsystemincludefewerperformanceratinglevels,anextendedprobationaryperiodfornewemployees,employeeself-assessmentandemployeefeedbackonsupervisor'sperformance.2.BasicTermsofPerformanceManagement

Performancemanagementcanfocusonperformanceoftheorganization,adepartment,processestobuildaproductorservice,employees,etc.Informationinthistopicwillgivesomesenseoftheoverallactivitiesinvolvedinperformancemanagement.Thebasictermsincludethefollowing:2.BasicTermsofPerformanceManagement

Domain

Results

Measures

Indicators

Organization'sPreferredGoalsOrganization'sPreferredResultsAligningResultsWeightingResults2.BasicTermsofPerformanceManagement

Standards

PerformancePlan

OngoingObservation,MeasurementsandFeedback

PerformanceAppraisal(orReview)

Rewards

PerformanceGap

PerformanceDevelopmentPlan

3.PrinciplesofPerformanceManagement

Toidentifyindividualand/orteamobjectivesandmeasureslinkedtotheagency'smissionandstrategicobjectives.Topromoteemployeeandcareerdevelopmentthroughcreatinganenvironmentoflearningandqualityimprovement.Toprovideopenandhonestperiodicevaluationsofemployee'sperformance.Toadministerfinancialrewardsbasedondistinctionsinperformancewiththedifferentawarddirectedtodifferent"Contributor".4.RatingsofPerformanceManagement

TheCommonwealth'sPerformanceManagementProgramhas3performanceratingsthatareusedtorateperformanceonindividualmeasures:ExtraordinaryContributorContributorRating

BelowContributor

5.PerformanceManagementProcessDevelopmentofEmployeeWorkProfile/PerformancePlan

PerformancePlanningMeeting

InformationGatheringforthePerformanceEvaluation

FeedbackDuringthePerformanceEvaluationCycle

CompletingthePerformanceEvaluation

Appeals

PerformanceEvaluationFormula

6.KeyBenefitsofPerforma