Human Performance Management

Human Performance Management: The People Side of Quality
In enhancing business growth and meeting customer needs and expectations, Human Performance, is looked at as a system of key components.   The key components, according to the authors, are necessary for a business to improve quality and productivity.
The key components are:
  1. Customer Needs and Expectations
  2. Vision, Mission, values and Goals
  3. Core Organizational Competencies and Processes
  4. Individual Performance
  5. Job Analysis, Personnel Specifications, Performance Requirements, and job Descriptions.
  6. Recruiting and Selection Guidelines
  7. Performance Appraisal
  8. Feedback/Coaching, Training, and development Activities
  9. Performance Evaluation
  10. Compensation and Benefits, Reward and Recognition System
  11. Career Pathing and Succession Planning

Customer Needs and Expectations – are viewed as general needs and molds the reader into the idea that the business overall needs to be focused on this.   Customer satisfaction should always be the number one goal of any business that wishes to succeed.
Vision, Mission, Values and Goals – the Vision, Mission, Values and Goals, according to the writers, are “created to guide performance at every level of the organization”.
Core Organizational Competencies and Processes - is discussed as being important to knowing the business Core Competencies, while helping to define the Core Business Processes.
Individual Performance – “an employee’s individual and collective behavior contributes to the Core competencies of the organization.”   When the connection occurs, it helps the employee understand how they contribute to the success of the organization and this becomes very important if rewards are linked to performance or skills.
Job Analysis, Personnel Specifications, Performance Requirements, and Job Descriptions - The Job Analysis is described as”the process of analyzing each job in terms of the tasks, duties and...