《绩效与薪酬管理》课程教学大纲（英文）.docx

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1、Performance Management Course GuideCourse name： Performance ManagementCourse code： 47Credits： 2Total Hours： 32Lecture class hours： 32 Experiment hours： 0Practice hours： 0Host College： Business SchoolMajor： Business Administration1. Unit Description and PurposeThis course is an optional course for st

2、udents majoring in human resources management. Through the study of this course, students can understand the basic procedures, methods and contents of performance management in corporations, grasp the basic skills of performance management, prepare for the human resources management work in corporat

3、ions, institutions, government agencies and consulting companies after graduation. This course also aims to better stimulate students9 interest and enthusiasm in learning this subject, and enable students to put theory and concepts from this subject into practice.2. Learning outcomes1.Students expec

4、ted charactersBy learning the theories, methods and techniques of performance and compensation management, I have a comprehensive understanding of the knowledge related to performance and compensation management. Through the analysis of the classic cases of outstanding enterprise performance and sal

5、ary management in China, we can understand how the older entrepreneurs think, how to overcome the obstacles and how to innovate the management methods in the process of starting a business and enterprise management, and help students to establish a scientific thinking method and the spirit to face c

6、hallenges in work. From performance and salary management disciplines perspective, the role of development of Chinas innovation drive with outstanding entrepreneurs cases as the carrier, the socialist core values education into the teaching content and teaching process each link, highlight the value

7、 guidance, knowledge and ability training and help students recognize the historical law, accurately grasp the basic national conditions and master the scientific world outlook and methodology, set up the correct world outlook and values.2. Course objectives teaching. Experiential learning takes pla

8、ce when a person is involved in an activity, then looks back and evaluates it, determines what was useful or important to remember and uses this information to perform another activity.Face-to-face lectures would comprise of classes of two teaching hours* duration. Students will partake in lectures,

9、 cases, video activities in class.Students are required to use online resources, word processing, and powerpoint for presentation.7、Course assessment and performance assessmentAssessment: InspectionExam Form: OpenAssessment: Level fiveCourse assessment content, assessment form and support course obj

10、ectivesCourseobjectivesAssessment contentAssessment Form and Proportion ( % )Resultsa t t e n d e n c eG r0 uP s t u d yN 0 r m a1t e s tE X P e r i in e n tr e P 0 r tE s s a yF 1n a1a s s 1 g nm e n tMid-term examsF i n a 1e X a m总比 (%)Objective 1(Explain keyconcepts andtheories inperformance mana

11、gement.)The basic principles of performance and compensation management and the thinking and discussion on the management of enterprises in reality10%Objective 2 (Mastering the PerformanceEvaluationIndex System and Its DesignMethods)Master a complete system of performance evaluation indicators and t

12、he methods of design20 %10%Objective 3Comprehensive use of the knowledge of6(Be able tothe enterprise performance of critical0use youranalysis, creative solutions to solve the%knowledge toproblemanalyzeperformanceissues and learnhow to guidecorporatebehaviorthroughperformancemanagementsystems)合计100%

13、Teaching Material of ReferenceHerman Aguinis. Performance Management (Third Edition) M.中国人民大学出版社，2012.Reading material: NoneRelevant issuesFirst course: Organizational Behavior and Human Resource Management Follow-up course: No requirementsThe content and requirements of the student self-study part:

14、 In the course of teaching, students are required to read the teaching material carefully, and consult the designated referencematerials, actively participate in the classroom discussion, and complete the assignment on time.Bilingual teaching: NoRequirements and ratios of bilingual teaching:Discipli

15、ne and Precautions in practice: No practice linksOther things to note: None2.1 Explain key concepts and theories in performance management.2.2 Apply relevant concepts, theories, and techniques to identify and analyse keyperformance management issues facing an organization.2.3 At the highest level of

16、 learning, students will be able to design new conceptual frameworks and techniques for analysing performance management problems based on a variety of theoretical principles introduced in the course.3. How the course objectives support graduation requirementsThe support of course objectives for gra

17、duation requirements is reflected in the indicators 1.3、 3.1 4.1 as follows：The support of course objectives for graduation requirementsCourseobjectivesGraduation requirementsGraduation requirements indicators and contentsLearning contentSupport strengthIndicatorsIndicator Contents11. Charactereduca

18、tionIndicator1. 3Indicator description：With good ideological morality, moral cultivation and dedication, hard work, love of labor, unity and cooperation of the character.Chapter 1、2、3H23. Critical thinkingIndicator3. 1Indicator description：Critical thinking ability to recognize, analyze and solve pr

19、oblems independently.Chapter 4、5、6、7M34. Practical application abilityIndicator4. 1Indicator description：Be able to use the professional knowledge flexibly in business practice.Chapter 8、9、 10、 11L3. Content of CoursesChapter 1 Performance Management and Reward System in Context (Support course obje

20、ctive 1)Introduction1.1 The contribution of performance management to the organizationPerformance Management and Reward System in ContextTeaching requirement: By learning this chapter, require students to master the concept of performance management, illustrate the difference between performance man

21、agement and performance evaluation, to understand the implementation of a set of good performance management system can bring many benefits, understand the performance management of multiple purpose, indicate the performance management system and other human resource management functions, such as re

22、cruitment and selection, training and development, human resources planning, and the connection between the compensation management.Teaching focus: The concept and function of performance managementTeaching difficulty: The relationship between performance management and other human resource manageme

23、nt functionsperformance management process (supporting course objectives article 1)2.1 prerequisiteperformance plan2.2 performance executionperformance evaluation2.3 performance reviewupdate and re-sign the performance planTeaching requirement: Through the study of this chapter, students are require

24、d to understand that performance management is a continuous process, including the prerequisite for the implementation, performance plan, performance execution, performance evaluation, performance review, as well as the update and re-signing of performance plan.Understand the job responsibilities, k

25、nowledge, skills, abilities and working conditions that are required to be performed in a particular position through job analysis;Understand the difference between behavior and results, and understand the need to consider these two aspects in the performance management system;Recognize that perform

26、ance appraisal meetings involve the employees past, present, and future.2.5 performance reviewTeaching focus: The process of performance managementTeaching difficulty: Distinguish between behavioral performance and outcome performanceChapter 2 performance management and strategic planning (supportin

27、g article 2 of course objectives)definition and purpose of strategic planning3.1 the relationship between performance management and strategic planningstrive for supportTeaching requirements: through the study of this chapter, students are required to understand the definition of strategic planning

28、and its overall objectives, and to understand why the effectiveness of the performance management system is largely related to its strategic planning of an organization and department.Teaching focus: the process of performance managementTeaching difficulty: to distinguish between behavioral performa

29、nce and outcome performanceChapter 3 performance management and strategic planning (supporting article 3 of course objectives)define performance4.1 determinants of performanceperformance dimension4.2 methods of measuring performanceTeaching requirements: through the study of this chapter, students a

30、re required to understand the definition of performance, define the various factors that determine performance, respectively adopt the behavioral method, the result method and the feature method to measure performance, and understand the situation in which the feature method, the behavior method and

31、 the result method to measure is the most appropriate.Teaching focus: the definition and determinants of performanceTeaching difficulties: understanding the context in which feature, behavioral, and outcome measures are most appropriatemeasuring results and behavior (supporting course objectives cla

32、use 1)5.1 measurement resultsmeasurement behaviorTeaching requirements: through the study of this chapter, students are required to understand how to measure performance with the result method, identify the characteristics of effective objectives, understand how to measure performance with the behav

33、ioral method, and develop a set of relative performance evaluation system and an absolute evaluation system.Teaching focus: how to measure performance with results and behaviorTeaching difficulties: develop a set of relative performance evaluation system and an absolute evaluation systemcollection o

34、f performance information (supporting article 2 of course objectives)6.1 performance evaluation formdetermine the total performance evaluation grade6.2 evaluator motivation modelprevent distortion of performance evaluation information through evaluator trainingTeaching requirements: through the stud

35、y of this chapter, require students to understand the performance evaluation form must be included in a few basic elements, design effective performance evaluation form, understand the evaluators up and down the performance evaluation scores of psychological mechanism, grasp the weakening by impleme

36、nting training programs for performance evaluation of information distortion problem caused intentionally or unintentionally.Teaching emphasis: design effective performance evaluation formTeaching difficulty: to understand the psychological mechanism of evaluators raising and lowering performance ev

37、aluation scoresChapter 4 implementation of performance management system (supporting article 3 of course objectives)communication plan7.1 appeal procedurespilot test7.2 continuous monitoring and evaluationTeaching requirements: through the study of this chapter, require students to understand the ke

38、y step in the performance management system before starting, understand a communication plan need to answer, the key problem of understanding to establish a complaints procedure will help to win peoples support for performance management system, design a set of grievance procedures, understand the i

39、mportance of doing a pilot test, understand at the beginning of the performance management system need to continuous monitoring and evaluation after implementation.Teaching focus: understand the key steps before the performance management system is launchedTeaching difficulties: understand that esta

40、blishing a grievance procedure can help win support for a performance management systemChapter 5 implementation of performance management system (supporting article 4 of course objectives)personal development plan8.1 roles played by immediate supervisors360 degree feedback systemTeaching requirement

41、s: through the study of this chapter, require students to understand the performance management system includes the importance of a development project and its benefits, describe a development plan to achieve a variety of short-term and long-term goals, design a high quality development plan, unders

42、tand the immediate superior in design and carry out a role in employee development plan, understand the implementation of the 360 - degree feedback system what are the benefits, what are the risk at the same time.Teaching emphasis: the importance and benefits of including a development plan in a per

43、formance management systemTeaching difficulties: what are the benefits and risks of implementing a 360-degree feedback systemperformance management skills (supporting article 3 of course objectives)9.1 performance coachingperformance coaching style9.2 performance coaching processperformance review m

44、eetingTeaching requirements: through the study of this chapter, require students to understand the managers to effectively manage the performance of subordinates and need to have several critical skills, understanding of a managers personality and behavior preferences will affect its performance coa

45、ching style, clear performance counseling process and its content, understanding for employee performance development goal realization degree and the purpose of the overall level of performance to provide feedback.Teaching focus: several critical skills that managers need to effectively manage the p

46、erformance of their subordinatesTeaching difficulties: the process of performance guidance and its compositionChapter 6 remuneration system and legal issues (supporting article 4 of the course objectives)traditional pay plan and performance pay plan10.1 reasons for the introduction of performance pa

47、y plansalary structure10.2 performance management and lawTeaching requirements: through the study of this chapter, require students to distinguish the difference between the traditional compensation plan and performance pay plan, know how to reward system is linked with performance management system, to understand what are the widely used of performance pay plan, understand an organizations pay structure design should follow the basic principles, mastering the performance management and legal relationship.