...Institute of Leadership & Management Unit M5.29 Assessing your own leadership capability and performance A S P M E L Unit: M5.29 Assessing your own leadership capability and performance: Assessment with Session Plan M5.29 ‘Assessing your own leadership capability and performance’ Assessment with Session Plan Session Plan: M5.29 Assessing your own leadership capability and performance Session Length: 2 half-day sessions plus guided learning in the workplace set by tutor (16 glh total) Venue: TBC Tutor Resources to include: · · · · · Flip charts and pens Assessment M5.29 Sufficiency descriptor M5.29 NHS LQF NHS Leadership Framework. Additional information about the sessions: These two half-day sessions together with guided learning set by the tutor in the learners’ own workplace are designed to cover the minimum 16 glh for the ILM unit M5.29 ‘Assessing your own leadership capability and performance’ and to enable the learner to complete to a satisfactory standard the ILM assessment for the M5.29 unit. The sessions are intended to further develop the skills and knowledge of learners working in the NHS who are existing or aspiring middle managers with some previous knowledge of leadership and motivation theory. Time for tutorials are not included in the sessions. A S P M E L Page 2 of 11 M5.29 © ILM 2012 Copied under licence Unit: M5.29 Assessing your own leadership capability and performance: Assessment with Session Plan Reflective review:...
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...Annales Universitatis Apulensis Series Oeconomica, 11(2), 2009 639 THE PERFORMANCE MANAGEMENT IN PUBLIC INSTITUTIONS OF HIGHER EDUCATION AND THE ECONOMIC CRISIS Rodica Gherghina 1 Florin Văduva 2 Mirela Anca Postole 3 ABSTRACT: The need to reduce public spending in the developin g process and funding of public services has led to the introduction of performance indicators in the public institutions. Moreover, the need to optimize the educational activity, the implementation of an efficient management, insuring the quality and the compatibility of the e ducational systems has led to numerous investigations in this area by adopting, as a theor etical reference framework some organizational models to explain the functionality of the educatio nal system and to define a performance appraisal system. Each model generated by default a certain p hilosophy regarding the evaluation methods of the institutional performance, design and use of th e performance indicators on education institutions . Key words: economic crisis, performance, indicators , education JEL codes: I21, H52 Introduction Changes in higher education in Romania, just as thr oughout Europe and elsewhere, were as many and radical as they were continuous. Since the early 1990s, the first private universities were established in Romania and the number of public uni versities, of the faculties or of the new curriculum...
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...Operations Management MGT 203 MANAGING EFFICIENCY AND PRODUCTIVITY Week 11 Dr Pieris Chourides Productivity • A measure of performance. • Broadly a ratio of output to input, i.e. comparing amount produced (output) with resources used (input) • Materials, machinery, labour, capital, energy --- a combination • What improvements have there been over the last 50 years in – construction productivity – payroll processing – Car servicing – banking • How do we evaluate productivity levels and identify areas for improvement? Managing Productivity • Productivity – An economic measure of efficiency that summarizes the value of outputs relative to the value of the resources used to produce them. Levels of Productivity • The unit of analysis used to calculate or define: – Aggregate productivity—the total level of productivity for a country. – Industry productivity—the total productivity of all the firms in an industry. – Company productivity—the level of productivity of a single company. – Unit productivity—the productivity level of a unit or department. – Individual productivity—the productivity attained by a single person. Forms of Productivity • Total factor productivity–an overall indicator of how well an organization uses all of its resources (i.e., labor, capital, materials, and energy) to create all of its products and services. Outputs Productivity = Inputs Forms of Productivity • Labor productivity–a partial productivity ...
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...methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured and unstructured interviews. Which would you prefer to use? Why? Unstructured Interviews...
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...9-12 December 2000 ASSESSING QUALITY, OUTCOME AND PERFORMANCE MANAGEMENT Dr Javier Martinez The Institute for Health Sector Development London World Health Organization Department of Organization of Health Services Delivery Geneva Switzerland 2001 © World Health Organization, 2001 This document is not a formal publication of the World Health Organization (WHO), and all rights are reserved by the Organization. The document may, however, be freely reviewed, abstracted, reproduced and translated, in part or in whole, but not for sale nor for use in conjunction with commercial purposes. Assessing quality, outcome and performance management Dr Javier Martinez The Institute for Health Sector Development London Contents Introduction ..................................................................................................................... 1 1. Background, objectives and methods ................................................................... 1 2. Mapping out the topic and this review .................................................................. 1 Chapter 1 1.1 1.2 1.2.1 1.2.2 1.2.3 1.2.4 1.2.5 1.2.6 1.2.7 1.2.8 What is performance management? How have the concept and practice of performance management evolved over time? ............................ 3 Definition .............................................................................................................. 3 How have the concept and practice of performance management evolved in...
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...ASSESSING HUMAN RESOURCE PRACTICES ALIGNMENT: A CASE STUDY HERBERT G. HENEMAN III AND A N T H O N Y T. M I L A N O W S K I Research has established the link between HR practices and organizational performance, suggesting that the HR system has great strategic potential to drive organizational effectiveness. To capitalize on this potential, the organization must design and deliver HR practices that focus on necessary employee performance competencies, creating an HR system with vertical and horizontal alignment around those competencies. Doing this requires that the organization first assess how its HR practices are currently aligned and then develop ideas for improving HR practice that will be alignment enhancing. We call this diagnostic process Human Resource Alignment (HRA) assessment. We describe an HRA assessment process we developed and applied in a large public school district for the key job of teacher. The assessment was based on the district’s formal teacher performance competency model used, and was conducted by a group of human resources and instructional job experts from the district. These experts rated the degree of vertical and horizontal alignment and then developed suggestions for HR practice changes that would improve alignment. After describing the process and results, we present a series of lessons learned and directions for future research. © 2011 Wiley Periodicals, Inc. Keywords: strategic human resource management, human resource alignment assessment ...
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...outstanding presentation has been provided, effectively discussing succession planning and team performance. Only two aspects, pre appraisal activities and steps the CEO and board of directors should take to implement the key points covered in the presentation require addition support. Detailed Results (Rubric used: JDT Task 3) Articulation of Response (clarity, organization, mechanics) (0) Unsatisfactory (1) Does Not Meet Standard (2) Minimally Competent The candidate provides limited articulation of response. (3) Competent The candidate provides adequate articulation of response. (4) Highly Competent The candidate provides substantial articulation of response. The candidate provides The candidate provides unsatisfactory articulation weak articulation of of response. response. Criterion Score: 4.00 A1. Optimal Results (0) Unsatisfactory The candidate does not present the optimal results of a well-prepared and well-delivered performance appraisal. (1) Does Not Meet Standard The candidate presents the optimal results, with no detail, of a wellprepared and welldelivered performance appraisal. (2) Minimally Competent The candidate presents the optimal results, with limited detail, of a wellprepared and welldelivered performance appraisal. (3) Competent The candidate presents the optimal results, with adequate detail, of a well-prepared and welldelivered performance appraisal. (4) Highly Competent The candidate presents the optimal results, with substantial...
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...a challenge at best. The Informed Decisions Toolbox can assist administrators and managers with evidence-based decisions that will allow patients to receive the quality care they deserve while reducing expenses. The Informed Decisions Toolbox The Informed Decisions Toolbox (IDT) is the result of a research study to aid managers with making evidence-based decisions that improve organizational performance. The IDT has an approach of six steps to decision-making (Rundell, et al, 2007): (1) framing the management question, (2) finding sources of information, (3) assessing the accuracy of the information, (4) assessing the applicability of the information, (5) assessing the actionability of the evidence, and (6) determining if the information is adequate (p. 325). As a facilitator for the use of evidence-based research in decision-making, the IDT assists decision-makers with estimating how operational and strategic decisions will have an effect on the organization. Evidence-based decision-making is not new to the health care industry. Clinicians have incorporated evidence-based research for years when making patient treatment determination. The use of evidence-based research for decision-making in other realms of healthcare is only logical. Case Study Example A manager of a Denton County, Texas, clinic that provides care to Medicaid clients has a department budget cut of 15%. A decision for eliminating or introducing clinical services to best address the healthcare...
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...the act of assessing. WHAT IS CONSTRUCTIVIST THEORY? Constructivist theory is a theory to explain on how knowledge is constructed in the human being when information comes into contact with existing knowledge that has been developed by experiences. Constructivism as a theory of learning has existed for over one hundred years but has no been widely accepted or applied in public schools.this theory is just a posed of behavioral theory. WHAT IS TECHNOLOGY-SUPPORTED LEARNING? It is used to encourage students especially in facilitating student centered learning activities. It is more than technology enhance instruction. It recognizes that learning is supported in many different ways, even if there is no formal teaching involve. Students study and learn based on the way they are tested. The type of assessment anticipated appears to influence how and what they learn. therefore, the quickest way to change the way students learn is to change the way learning is assessed. In a technology-supported classroom, the student learns from and with the technology. Technology is seen as a source of information that the students learn from in the same way that the teacher are the source of information.. the students master facts from the concepts from technology and with the aid of technology. Reflection: It is said that traditional-paper-and pencil are not adequate to assess learning in a constructivist technology supported learning. In assessing student learning...
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...Implementing an Effective Performance Management Process Improving Performance Through Meaningful Feedback Performance management continues to be a challenge for many organizations. People believe in the value of the outcomes, but to many, giving (and receiving) feedback is a daunting task. Burke’s annual Workforce Perspective® survey shows that while 70% of employees receive an annual performance review, less than half believe the review effectively evaluates their performance. And, just over 60% find the feedback useful in helping them to improve job performance. To put this all in context, linkage research shows that employee engagement is linked to customer loyalty and organizational performance. Further, performance management and career development are both strong drivers of employee engagement. Giving these topics the attention they deserve is vital to individual and organizational success! Performance Management is more than just an annual review. It encompasses the entire process of employee performance evaluation and feedback and includes goal setting and coaching. Done effectively, it also includes the creation of development plans to address current performance issues as well as maximize future performance and career potential. “Feedback is the breakfast of champions.” Ken Blanchard What Are the Characteristics of a Successful Performance Management Program? An effective Performance Management program requires a structured process that includes: – Setting...
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...Innovative ideas into products 1-The first stage in the innovation process is to find the “new” ideas and insights to commercialize. The first stage in the innovation process is to find the “new” ideas and insights to commercialize. 2-To enable successful innovation, CEOs need to create both an innovation agenda and a culture tolerant of risk.This includes setting expectations for innovation, and developing methods to measure the success of innovation activities. 3- Transforming ideas to novel products, processes and services Effectively transforming ideas to commercially useful applications is not easy, and many innovations fail in this stage of the process. 4- Scaling value creation CEOs can realize value from innovations when they scale to successfully help to create significant revenues or generate substantial savings. Process vs Product innovation Product innovations are embodied in the outputs of an organization—its goods or services. For example, Honda's development of a new hybrid electric vehicle is a product innovation. Process innovations are innovations in the way an organization conducts its business, such as in the techniques of producing or marketing goods or services. Process innovations are often oriented toward improving the effectiveness or efficiency of production by, for example, reducing defect rates or increasing the quantity that may be produced in a given time. For example, a process innovation at a biotechnology firm might entail developing a...
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...This paper will define and explain and provide examples of several characteristic features of performance assessments. This paper will also examine if the topic impacts curriculum and standards, and will critically analyze if the impact seems appropriate. Body Generally speaking, coming to terms with a good definition of performance assessments, from Frey and Schmitt points of view, was difficult to capture. Although they made mention of classroom assessments (performance, authentic, and formative), they compared and contrasted other scholars views. Therefore, my focus shifted to additional articles. According to the Education Consumer Guide, performance assessment also known as alternative or authentic assessments, is a form of testing that requires students to perform a task rather than select an answer from a ready-made list. For example, a student may be asked to explain historical events, generate scientific hypotheses, solve math problems, converse in a foreign language, or conduct research on an assigned topic (Office of Research, Sep 93). As you see from the examples above, performance assessments require the student to display or show what they can do. This performance can take the form of responding to an activity by assessing their thinking, problem solving, or writing abilities to name a few. Several features or methods of assessing student’s performance are currently being used. My discussion will briefly explain and provide examples of the following...
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...ASSESSING CORPORATE CULTURE 1. Scheins approach to assessing organizational culture a. Strengths of scheins approach to assessing organizational culture Schein defines and describes culture as any one of many elements of organizational culture. The culture of an organization can be viewed and treated like other structures within an organization. Certain organizations such as by-laws, committees, and chain of command flow charts, may serve to answer basic questions such as “how do we interact with the external environment?” and “how do we order ourselves internally?” As an organization responds to these questions, the responses become core assumptions. These core assumptions become the frames through which the organization interprets the world round it. In place of questionnaire or instrument that utilizes typologies, Schein prefers clinical research model of assessing organizational culture. In this model of organizational culture investigation, the researcher gets much more directly involved within the organization by acting as participant observer or ethnographer. He suggests that members of the organization will more openly respond to the researcher and the investigation because the members of the organization think they have something to gain by collaborating with the researcher. Schein believes that valid data on the culture of the organization will only be collected when the researcher is perceived as the consultant who is seeking to help the organization and...
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...success or set a college student up for being a un-successful student. You will find in this report a wide variety of things to consider making you a successful college student. Things to consider, know when preparing to enter college to become a successful college student and earn your degree without dropping out. Entering college is a major decision, it’s not an easy decision to make weather you continue your education and earn a degree, and there are many things that should be considered before signing up for college. It was reported that on average, a high school graduate brings home $630 a week wile a person with a bachelor’s degree earns $1140 a week (Research in Higher Education Journal Dec 2012). It was stated that college graduates earn more because they are smarter and societies reward smart people (Research in Higher Education Journal Dec 2012). For a college student to be a successful student they need to first go to college. The place that college preparation starts in high school at the point this is where fall short for college and decide that college is not for them for many reasons, some of these reasons are financial reason with other including not being able to hold good grades that would get them into the college that they would want to go to. A list of reasons that hinders college students can go on and on for a while. After reading this article I find that there is a lot information that should be considered when making that major decision on weather...
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...RC 662 Intelligence Testing Summary of Key Points in Intelligence Testing Intelligence testing is widely applied; however, defining intelligence is ambiguous. Research conducted by Gregoire et al. (2008) suggests that Westerners associate “skilled reasoning” and “knowing much” to be characteristics of intelligence whereas, mothers in Kenya define children’s intelligence by the social ability to know both their place within the family and the “proper ways of addressing other people” (Azuma & Kashiwagi, 1987; Serpell, 1993; Grigorenko et al., 2001; as cited in Gregoire and Van de Vijver, 2008, p. 498). Intelligence testing can be beneficial in understanding the cognitive ability of clients seeking rehabilitation services; nevertheless, it can also be misused as a tool to categorize and marginalize already at risk populations (Bolton...
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