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0:00
My name is Angela Baron,
and thank you very
much for inviting me
to do this talk on
performance management.
Performance management is
something that I've spent
a lot of time and effort on
during the course of my career.
0:15
I worked for 25 years for the Chartered
Institute of Personnel and Development,
the CIPD, where I was one of their
expert advisers on policies,
including engagement, performance
and those kinds of things.
During that time, I did practice-based
research on performance management,
starting in the 1990s.
I wrote a number of books.
Also, I carried out quite a lot
of case study work as well,
working with different
organisations
and having a look at how they
were managing performance.
Ten years ago, I decided to defect
to academia properly and got my PhD,
and I now work at the University
of Sussex as a lecturer
in organisational behavior and
human resource management,
where I teach both undergraduate
and postgraduate courses,
and the MBA in the
business school.
Of course, performance
management is still very much
a key practice that is
included in the syllabus,
both for people training
to become HR managers
and for people going
into management,
because, of course,
performance management
is invariably done
by the line manager.
It has become more of a
line management issue
than it has an HR issue.
1:28
My agenda for this
talk is going to be
I've got three key
questions which I hope
I'm going to address as we
move through the material.
The first question is,
why do we performance manage
people in the first place?
We will look at people's perceptions
of performance management
and what it's like to be
performance management.
The second big question is,
does individual performance actually
drive organisational performance?
Which is a good question.
We engage on performance management
on the assumption that it does.
But does it?
And does it actually work?
Does performance management
actually make a difference
to people's performance
in the workplace?
Their productivity.
Maybe their motivation and
satisfaction, as well.
