Performance & Talent Management

Component

Marks

Description

Mapped CO

Simulation

20

The Appraisal Review: Conducting a difficult performance conversation.

CO2, CO3

Case Study

10

"Ranking vs. Rating": Analysis of forced ranking systems (e.g., Microsoft).

CO1, CO4

Presentation

10

"The Talent Pipeline": Presenting a succession plan for critical roles.

CO5

Mid-Term

10

Internal written exam covering PM systems.

CO1

Project

10

"OKR Design": Drafting Objectives and Key Results for a team.

CO2

Participation

10

Active involvement in feedback role-plays.

All

Session

Topic

Pre-Reading (Herman Aguinis)

Assignment / Case Study

1

Introduction to Performance Mgmt (PM)

Performance Management vs. Performance Appraisal.

Ch 1: PM Systems

Assignment: Critique a traditional appraisal form.

2

Strategic Alignment of PM

Linking individual goals to organizational strategy.

Ch 2: Strategic Planning

Task: Cascade a corporate goal down to an individual goal.

3

Defining Performance

Task performance, contextual performance, and counter-productive behavior.

Ch 3: Defining Performance

Assignment: Define behavioral competencies for a Sales Manager.

4

Measuring Performance: Results vs. Behaviors

Trait, behavior, and results approaches.

Ch 4: Measuring Performance

Case Study: Adobe’s "Check-In" System.

5

Agile Performance Management

Moving from annual reviews to continuous feedback (OKRs).

Ref: Measure What Matters

Project: Draft 3 OKRs for a Marketing Intern.

6

Performance Analytics

Using data to reduce rater bias (Halo, Horns, Recency).

Ch 6: Gathering Information

Assignment: Identify bias in a sample review script.

7

360-Degree Feedback Systems

Design, implementation, and risks of multi-source feedback.

Ch 7: 360-Degree Feedback

Task: Design a 360-degree survey for a Team Lead.

8

Mid-Term Internal Exam

Assessment of PM process and measurement.

Review: Sessions 1–7

Assessment: Written Exam (10 Marks).

9

Coaching & Feedback Skills

The GROW model and delivering constructive criticism.

Ch 8: PM & Employee Dev

Assignment: Script a "difficult conversation" opening.

10

Simulation Lab: The Appraisal Review

Role-playing a feedback session with an underperformer.

Manual: Role-Play Guide

Assessment: Simulation Performance Score (20 Marks).

11

Talent Management Framework

Attracting, retaining, and developing the "A" players.

Ref: War for Talent

Task: Define the "EVP" for high-potential talent.

12

The 9-Box Grid

Mapping performance vs. potential for succession planning.

Ref: Talent Mapping

Case Study: GE’s Session C.

13

Succession Planning

Identifying critical roles and building bench strength.

Ref: Succession Models

Assignment: Create a replacement chart for a VP Ops.

14

High-Potential (HiPo) Programs

Designing accelerated development paths.

Ref: HiPo Identification

Task: Outline a 6-month rotation for a HiPo.

15

Reward Systems & Performance

Merit pay, bonuses, and non-financial recognition.

Ch 10: Reward Systems

Assignment: Design a bonus scheme for a customer support team.

16

Managing Team Performance

Measuring collective output and social loafing.

Ch 11: Team Performance

Case Study: Team Dynamics at Netflix.

17

Legal & Ethical Issues in PM

Defensible appraisals and avoiding discrimination lawsuits.

Ch 12: Legal Issues

Task: Audit a PIP (Performance Improvement Plan) for fairness.

18

Performance Management in Startups

Scaling PM systems from 10 to 1000 employees.

Ref: Scaling Culture

Assignment: Design a "Lite" PM system for a 50-person firm.

19

Capstone Presentation

Presenting the "Talent Pipeline" strategy.

Manual: Presentation Rubric

Assessment: Group Presentation (10 Marks).

20

Course Synthesis

Creating a culture of continuous improvement.

Ref: Culture Code

Submission: Final Course Portfolio.