1 / 8

CHAPTER 8 Perspectives on Performance in Human Resource Development

CHAPTER 8 Perspectives on Performance in Human Resource Development. Chapter 8 – Perspectives on Performance in Human Resource Development Chapter Outline • Introduction • Organizational Effectiveness as a Precursor to Performance • Disciplinary Perspectives on Performance

gerald
Télécharger la présentation

CHAPTER 8 Perspectives on Performance in Human Resource Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. CHAPTER 8 • Perspectives on Performance in • Human Resource • Development

  2. Chapter 8 – Perspectives on Performance in Human Resource Development Chapter Outline • Introduction • Organizational Effectiveness as a Precursor to Performance • Disciplinary Perspectives on Performance • Financial Performance • Multilevel Performance Models • Process and Team Level Performance • Individual-Level Performance Models • The Spoils of Performance • Conclusion • Reflection Questions

  3. Financial Performance • Units of Performance • Swanson's Financial Benefit Analysis • Fitz-enz's ROI of Human Capital Performance Value (performance value resulting from the HRD intervention) - Cost(cost of the HRD intervention) Benefit (benefit is the performance value minus the cost)

  4. Multilevel Performance Models • Brache's-Holistic Enterprise Health • Rummler & Brache’s- Performance Improvement Model • Swanson’s-Performance Diagnosis Process and Matrix • Cumings & Worley's- Organization Development Performance Model • Holton’s-Integrated Taxonomy of Performance Domains

  5. Process and Team-Level Performance Models

  6. Individual-Level Performance Models • Campbell’s Model of Individual Performance • Gilbert’s Human Performance Engineering Model

  7. The Spoils of Performance

  8. Chapter 8 - Reflection Questions • Which performance model do you think best represents performance constructs of concern to HRD? Explain why. • 2. What are the implications of multilevel, multiattribute performance models for HRD practice? • 3. Do performance models enhance or diminish the value of learning in organizations? • 4. Performance models are often seen as useful to management, but not a tool to benefit employees. Which is your position on this? • How can HRD lead change in each of the performance variables? • What do you believe is the future of performance-oriented HRD and why?

More Related