《績效與薪酬管理》課程教學大綱（英文）

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

2、 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 corporations,

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

4、racters By 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 salary ma

5、nagement 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 challen

6、ges 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 guida

7、nce, 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 objectives2.1 Explain key concepts and theories in performa

8、nce management.2.2 Apply relevant concepts, theories, and techniques to identify and analyse key performance management issues facing an organization.2.3 At the highest level of learning, students will be able to design new conceptual frameworks and techniques for analysing performance management pr

9、oblems based on a variety of theoretical principles introduced in the course.3.How the course objectives support graduation requirementsThe support of course objectives for graduation requirements is reflected in the indicators 1.3、3.1、4.1 as follows：The support of course objectives for graduation r

10、equirementsCourse objectivesGraduation requirementsGraduation requirements indicators and contentsLearning contentSupport strengthIndicatorsIndicator Contents11. Character educationIndicator 1.3Indicator description：With good ideological morality, moral cultivation and dedication, hard work, love of

11、 labor, unity and cooperation of the character.Chapter 1、2、3H23. Critical thinkingIndicator 3.1Indicator description：Critical thinking ability to recognize, analyze and solve problems independently.Chapter 4、5、6、7M34.Practical application abilityIndicator 4.1Indicator description：Be able to use the

12、professional knowledge flexibly in business practice.Chapter 8、9、10、11L3. Content of CoursesChapter 1 Performance Management and Reward System in Context (Support course objective 1)IntroductionThe contribution of performance management to the organization1.3 Performance Management and Reward System

13、 in ContextTeaching requirement: By learning this chapter, require students to master the concept of performance management, illustrate the difference between performance management and performance evaluation, to understand the implementation of a set of good performance management system can bring

14、many benefits, understand the performance management of multiple purpose, indicate the performance management system and other human resource management functions, such as recruitment and selection, training and development, human resources planning, and the connection between the compensation manag

15、ement.Teaching focus: The concept and function of performance managementTeaching difficulty: The relationship between performance management and other human resource management functions Chapter 2 performance management process (supporting course objectives article 1)2.1 prerequisite2.2 performance

16、plan2.3 performance execution2.4 performance evaluation2.5 performance review2.6 update and re-sign the performance planTeaching requirement: Through the study of this chapter, students are required to understand that performance management is a continuous process, including the prerequisite for the

17、 implementation, performance plan, performance execution, performance evaluation, performance review, as well as the update and re-signing of performance plan.Understand the job responsibilities, knowledge, skills, abilities and working conditions that are required to be performed in a particular po

18、sition 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 performance appraisal meetings involve the employees past, present, and future.2.5 performance reviewTeaching

19、focus: The process of performance managementTeaching difficulty: Distinguish between behavioral performance and outcome performanceChapter 3 performance management and strategic planning (supporting article 2 of course objectives)3.1 definition and purpose of strategic planning2.2 the relationship b

20、etween performance management and strategic planning3.3 strive for supportTeaching requirements: through the study of this chapter, students are required to understand the definition of strategic planning and its overall objectives, and to understand why the effectiveness of the performance manageme

21、nt 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 performance and outcome performanceChapter 4 performance management and strategic planning (supporting

22、article 3 of course objectives)4.1 define performance4.2 determinants of performance4.3 performance dimension4.4 methods of measuring performanceTeaching requirements: through the study of this chapter, students are required to understand the definition of performance, define the various factors tha

23、t 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 the result method to measure is the most appropriate.Teaching focus: the definition an

24、d determinants of performanceTeaching difficulties: understanding the context in which feature, behavioral, and outcome measures are most appropriateChapter 5 measuring results and behavior (supporting course objectives clause 1)5.1 measurement results5.2 measurement behaviorTeaching requirements: t

25、hrough 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 behavioral method, and develop a set of relative performance evaluation system

26、 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 systemChapter 6 collection of performance information (supporting article 2 of course objec

27、tives)6.1 performance evaluation form6.2 determine the total performance evaluation grade6.3 evaluator motivation model6.4 prevent distortion of performance evaluation information through evaluator trainingTeaching requirements: through the study of this chapter, require students to understand the p

28、erformance 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 implementing training programs for performance evaluation of i

29、nformation 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 evaluation scoresChapter 7 implementation of performance

30、management system (supporting article 3 of course objectives)7.1 communication plan7.2 appeal procedures7.3 pilot test7.4 continuous monitoring and evaluationTeaching requirements: through the study of this chapter, require students to understand the key step in the performance management system bef

31、ore 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 importance of doing a pilot test, understand at

32、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 establishing a grievance procedure can help win sup

33、port for a performance management systemChapter 8 implementation of performance management system (supporting article 4 of course objectives)8.1 personal development plan8.2 roles played by immediate supervisors8.3 360 degree feedback systemTeaching requirements: through the study of this chapter, r

34、equire 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, understand the immediate superior in design a

35、nd 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 performance management systemTeaching diff

36、iculties: what are the benefits and risks of implementing a 360-degree feedback systemChapter 9 performance management skills (supporting article 3 of course objectives)9.1 performance coaching9.2 performance coaching style9.3 performance coaching process9.4 performance review meetingTeaching requir

37、ements: 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 coaching style, clear pe

38、rformance 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 performance of their s

39、ubordinatesTeaching difficulties: the process of performance guidance and its compositionChapter 10 remuneration system and legal issues (supporting article 4 of the course objectives)10.1 traditional pay plan and performance pay plan10.2 reasons for the introduction of performance pay plan10.3 sala

40、ry structure10.4 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 under

41、stand 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.Teaching focus: understand the reasons why performance pay schemes are widely usedTeaching difficul

42、ties: how is the compensation system related to the performance management systemChapter 11 management team performance (supporting article 4 of course objectives)11.1 definition of a team and its importance11.2 types of teams and their implications for performance management11.3 objectives and chal

43、lenges of team performance management11.4 reward team performanceTeaching requirements: through the study of this chapter, students are required to understand the definition of team, to remove the importance of managing team performance beyond individual performance, to realize the possible challeng

44、es in the design and implementation of team performance management system, and to master how to provide rewards for team performance.Teaching emphasis: remove the importance of managing team performance beyond individual performanceTeaching difficulties: be aware of the possible challenges in the de

45、sign and implementation of the team performance management system4.Table of Hours DistributionTeaching contentStudents expected characterLectureExperimentPracticeSelf studyExerciseDiscussionIntroduction to the courseUnderstanding the role of performance and compensation management in Chinas innovati

46、on-driven development2Chapter 1 Performance Management and Reward System in ContextHow to innovate management methods to help students build scientific thinking methods and the spirit of facing challenges in their work2Chapter 2 Performance Management ProcessIn-depth understanding of performance and

47、 compensation management on Chinas innovation-driven development2Chapter 3 Performance Management and Strategic PlanningWith outstanding entrepreneur case as the carrier, into the socialist core values education2Chapter 4 Defining Performance and Choosing a Measurement ApproachWith outstanding entre

48、preneur case as the carrier, into the socialist core values education2Chapter 5 Measuring Results and BehaviorsWith outstanding entrepreneur case as the carrier, into the socialist core values education2Chapter 6 Gathering Performance InformationWith outstanding entrepreneur case as the carrier, int

49、o the socialist core values education2Chapter 7 Implementing a Performance Management SystemHelp students to correctly understand the laws of history and accurately grasp the basic national conditions2Chapter 8 Performance Management and Employee DevelopmentHelp students to correctly understand the

50、laws of history and accurately grasp the basic national conditions2Chapter 9 Performance Management SkillsHelp students to correctly understand the laws of history and accurately grasp the basic national conditions2Chapter 10 Reward Systems and Legal Issues Mastering scientific worldview and methodo

51、logy and promote the establishment of correct world view and values2Chapter 11 management team performanceMastering scientific worldview and methodology and promote the establishment of correct world view and values2小組作業(yè)展示2小組作業(yè)展示2小組作業(yè)展示2小組作業(yè)展示2合 計248總 計5、Experimental (on-board) project No experiment

52、 (on-board)6、Teaching methodsThe theoretical principles from this course provide the basis of various conceptual frameworks and practical models that in turn help students to make sense of a variety of performance management issues firms face in a complex and uncertain business environment. This cou

53、rse will be taught via the participant-centred and experiential learning method of teaching. Experiential learning takes place 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, cases, video activities in class.Students are required to use online resources, word processing, and powerpoint for presentation. 7、Course assessment and performa