The Janus performance management system. Volume 1 : a complete performance management support process for individuals, teams, and the entire organization / Jon Warner.

Format:

Book

Author/Creator:

Warner, Jon, Dr., author.

Language:

English

Subjects (All):

Performance standards.

Career development.

Employees--Rating of.

Employees.

Personnel management.

Performance technology.

Physical Description:

1 online resource (298 pages) : illustrations

Edition:

1st ed.

Place of Publication:

Amherst, Massachusetts : HRD Press, 2002.

Language Note:

English

Summary:

Janus is a fully integrated suite of materials - paper-based or on-line - that will help individuals, teams, and whole organizations set effective performance goals, build competency standards, and conduct an effective appraisal. The system provided a comprehensive, step-by-step approach for both appraisees and appraisers, with training material, coaching guides, forms, and templates, all contained within three volumes. The Volume 1 CD includes seven modules that enable you to implement the Janus Performance Management System by training managers about the process and the use of Janus tools that make performance management seemless and custom fit to each individual and each individual work unit.

Contents:

Intro

Looking Forward and Looking Back

Preface

The Janus Performance Management System

Navigating the Janus Performance Management System

Module One: Introduction to the Janus Performance Management System

Module One: Contents

1.1 Introduction to Positive and Constructive Performance Appraisal

1.2 The Continuous Cycle of Performance and Development (diagram)

1.3 Overview of the Key Phases of the Performance Management System

1.4 What do we mean by "performance appraisal"?

1.5 How is the Janus Performance Management System different from other systems?

1.6 The Integration of Performance and Development (diagram)

1.7 How the Janus System Works

1.8 HRDPress.Profiles-r-us.com/Janus-Introductory Page Printout

1.9 How to Get the Most from the Janus Performance Management System

1.10 The Underlying Principles of the Janus Performance Management System

1.11 The Four Phases of the Janus Performance Management System

1.12 Model for Using the Janus Performance Management System Competencies

1.13 Using Janus on the Internet

1.14 The Janus On-line Menu Items Explained

1.15 Summary of the Janus System

Module Two: Taking the Performance Initiative

Module Two: Contents

2.1 Introduction

2.2 The Theoretical Benefits of Performance Appraisal Systems

2.3 Why Employees Dislike Performance Appraisal Systems

2.4 Why Managers Dislike Performance Appraisal Systems

2.5 What Goes Wrong and Why: Common Appraisal Errors

2.6 Why bother with Performance Management?

2.7 Overcoming Performance Management Pitfalls and Problems

2.8 Establishing and Maintaining Positive Motivation and Momentum

2.9 Performance Proactivity

2.10 Understanding the Impact of Proactive and Reactive Thinking

2.11 Taking Responsibility for Performance

2.12 The Link between Proactivity and Optimism.

2.13 Taking the Performance Initiative

2.14 Summary

Module Three: Setting Performance Objectives

Module Three: Contents

3.1 Introduction

3.2 The Importance of Performance Objectives

3.3 Charting Your Ultimate Direction

3.4 Imagining a Possible Future

3.5 Inviting Input and Ideas from Individuals

3.6 Developing Draft Goals and Objectives

3.7 Assessing Resources and Implementation Issues

3.8 Finalizing Your Written Goals

3.9 How to Write Performance Objectives

3.10 Developing Meaningful Measures

3.11 Going for Stretching Targets

3.12 Tracking Performance

3.13 Accomplishment Statements-Getting Started

3.14 Agreeing on the Competencies That Are the Most Useful/Relevant

3.15 Conducting an Objective-Setting Discussion

3.16 Supervisor's/Manager's Checklist for Setting Performance Objectives

3.17 Summary

Module Four: Giving and Receiving Performance Feedback

Module Four: Contents

4.1 Introduction

4.2 The "Art" of Giving and Receiving Feedback

4.3 Your Communication Style

4.4 Creating a Positive Intent

4.5 Sticking to Your Observations

4.6 Recognizing the Behavior/Action Impact

4.7 Focusing on the Consequences of Feedback

4.8 Listening to the Other Person's Response

4.9 Collaboratively Discussing Solutions

4.10 Focusing on the Content

4.11 Listening Calmly and Attentively, and Clarifying the Message

4.12 Acknowledging the Concerns

4.13 Avoiding Defensiveness or Over-Explaining

4.14 Welcoming Suggestions about the Future

4.15 360-Degree Feedback

4.16 Summary

Module Five: Coaching for Performance Excellence

Module Five: Contents

5.1 Introduction

5.2 What is Coaching?

5.3 When to Coach

5.4 Understanding Your Coaching Style

5.5 The Differences between Coaching and Counseling

5.6 Setting the Right Climate for Coaching.

5.7 Planning and Preparing to Coach

5.8 Analyzing Performance Problems

5.9 Creating a Supportive Climate for Communication

5.10 Developing Active-Listening Skills

5.11 Providing Positive Recognition

5.12 Providing Corrective Coaching Feedback

5.13 Guidelines for Giving Corrective Feedback

5.14 Coaching Development Methods

5.15 Matching the Coach to the Individual

5.16 Coaching Do's and Don'ts

5.17 Summary

Module Six: Conducting a Performance Update Discussion

Module Six: Contents

6.1 Introduction

6.2 The Performance Update Discussion

6.3 What You (the Supervisor or Manager) Need to Do to Prepare for the Performance Update Discussion

6.4 How You (the Supervisor or Manager) Need to Go about Conducting a Successful Performance Update Discussion

6.5 What You (the Employee) Need to Think about before the Performance Update Discussion

6.6 How You (the Employee) Need to Go about Preparing for a Performance Update Discussion

6.7 The Performance Update Form

6.8 Conducting a Performance Update Discussion

6.9 Participating in a Performance Update Discussion: The Employee's Role

6.10 Summary

Module Seven: Handling Unacceptable Performance

Module Seven: Contents

7.1 Introduction

7.2 Coaching for Unacceptable Performance

7.3 Dealing with Unacceptable Performance through Formal Discipline

7.4 The Discipline Counseling Process

7.5 Delivering the First and Second Warnings

7.6 Dismissing or Terminating Individuals

7.7 Completing the Paperwork

7.8 Explanation of the Forms

Appendix A

The Performance Development Discussion: Guidelines and Action Plan

Prior to the Performance Development Discussion: The Manager/Leader's Booklet

Prior to the Performance Development Discussion: The Employee's Booklet.

The Performance Progress Update Discussion: Manager and Employee Booklet

Career Planning and Development: Manager and Employee Action Planning Booklet.

Notes:

Bibliographic Level Mode of Issuance: Monograph

Description based on online resource; title from PDF title page (ebc, viewed November 9, 2017).

Description based on publisher supplied metadata and other sources.

ISBN:

1-59996-341-8

OCLC:

609862406