| Course Name | Code | Semester | T+U Hours | Credit | ECTS |
|---|---|---|---|---|---|
| Performance Management | IKA 513 | 0 | 3 + 0 | 3 | 6 |
| Precondition Courses | |
| Recommended Optional Courses | |
| Course Language | Turkish |
| Course Level | YUKSEK_LISANS |
| Course Type | OPTIONAL |
| Course Coordinator | Dr.Öğr.Üyesi BURÇİN ÇETİN KARABAT |
| Course Lecturers | Dr.Öğr.Üyesi BURÇİN ÇETİN KARABAT, |
| Course Assistants | |
| Course Category | Basic Teaching Suitable For Field |
| Course Objective | |
| Course Content |
| Development Goals |
|---|
|
| # | Course Learning Outcomes | Teaching Methods | Assessment Methods |
|---|---|---|---|
| 1 | Learns purposes of performance appraisal and importance in human resource management | Lecture, Question-Answer, Brain Storming, | |
| 2 | Realizes performance appraisal methods | Lecture, Question-Answer, Brain Storming, | |
| 3 | Informs about applications through examples | Lecture, Question-Answer, Brain Storming, | |
| 4 | Lecture, | ||
| 5 | Lecture, Discussion, |
| Week | Course Topics | Preliminary Preparation |
|---|---|---|
| 1 | Performans Appraisal and basic concepts of performance appraisal | |
| 2 | Performance management and content | |
| 3 | Purposes of performance appraisal, role and importance in human resource management | |
| 4 | Functions and area of usage of performance appraisal | |
| 5 | Understanding key performance indicators | |
| 6 | Understanding performance measurement systems and measurement process | |
| 7 | Performance measurement errors and avoid common errors | |
| 8 | Preparing for performance review meeting and implementing meeting | |
| 9 | Performance appraisal methods | |
| 10 | Contemporary approaches to performance appraisal | |
| 11 | Development of performance management system and implementation of performance management system | |
| 12 | Affecting factors of performance management system | |
| 13 | Strategic dimension of performance management | |
| 14 | Application examples |
| Resources | |
|---|---|
| Course Notes | |
| Course Resources | Örgütlerde Performans Yönetimi, Burçin Çetin Karabat, Sakarya Yayıncılık Vroom, V.H. (1964) Work and motivation. New York: Wiley. BEER, M. (1981), Performance Appraisal: Dilemmas and Possibilities, Organizatioanl Dynamics, 9 (3), 24-37. Katzenbach, J.R. and Smith, D.K. (1993b) The wisdom of teams: creating the high-performance organization. Boston: Harvard Business Review Press. BRUMBACK, G. B. (2003), Blending “we/me” in Performance Management, Team Performance Management: An International Journal , 9 (7), 167-173. Borman, W.C. and Motowidlo, S.J. (1997) Task performance and contextual performance: the meaning for personnel selection research. Human Performance. Vol 10, No 2. pp99–109. Jundt, D.K., Shoss, M.K. and Huang, J.L. (2015) Individual adaptive performance in organizations: a review. Journal of Organizational Behavior. Vol 36, No S1. ppS53–S71. Sonnentag, S., Volmer, J. and Spychala, A. (2008) Job performance. In: Barling, J. and Cooper, C. (eds), The Sage handbook of organizational behavior. Volume 1. London: Sage, pp427–47. ARMSTRONG, M. (2000). Performance Management, Key Strategies and Practical Guidelines Practice, 2nd Edition, London: Kogan Page. Kraiger, K. and Ford, J.. (1985) A meta-analysis of ratee race effects in performance ratings. Journal of Applied Psychology. Vol 70, No 1. pp56–65. Roe, R. A. (1999). Work performance: A multiple regulation perspective. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology (Vol. 14, pp. 231-335). New York: John Wiley & Sons. Harari, M.B., Reaves, A.C. and Viswesvaran, C. (2016) Creative and innovative performance: a meta-analysis of relationships with task, citizenship, and counterproductive job performance dimensions. European Journal of Work and Organisational Psychology. Vol 25, No 4. pp495–511. Walker, Richard M., Fariborz Damanpour ve Carlos A. Devece (2010), Management Innovation and Organizational Performance: The Mediating Effect of Performance Management?, Journal of Public Administration Research and Theory, Vol. 21, No. 2, s. 367-386. |
| Order | Program Outcomes | Level of Contribution | |||||
|---|---|---|---|---|---|---|---|
| 1 | 2 | 3 | 4 | 5 | |||
| 1 | Deepens the theoretical knowledge of HRM field. | X | |||||
| 2 | Deepens the theoretical knowledge of other related disciplines | X | |||||
| 3 | Examines academic resources related to the field of HRM in a versatile and critical manner | X | |||||
| 4 | Analyzes applications in the field of HRM with a critical point of view. | X | |||||
| 5 | Designs and implements HRM research from different theoretical perspectives. | X | |||||
| 6 | Analyzes, interprets and reports the data obtained with different approaches. | X | |||||
| 7 | evaluate HRM practices in Turkey international perspective. | X | |||||
| # | Contribution of Course Learning Outcomes to Program Outcomes | PÇ 1 | PÇ 2 | PÇ 3 | PÇ 4 | PÇ 5 | PÇ 6 | PÇ 7 |
|---|---|---|---|---|---|---|---|---|
| 1 | Learns purposes of performance appraisal and importance in human resource management | 5 | 5 | 3 | 5 | 5 | 2 | 4 |
| 2 | Realizes performance appraisal methods | 4 | 5 | 4 | 4 | 5 | 3 | 5 |
| 3 | Informs about applications through examples | 4 | 4 | 5 | 5 | 4 | 3 | 4 |
| 4 | 4 | 5 | 4 | 5 | 4 | 5 | 4 | |
| 5 | 5 | 5 | 4 | 3 | 5 | 5 |
| Evaluation System | |
|---|---|
| Semester Studies | Contribution Rate |
| 1. Ara Sınav | 50 |
| 1. Ödev | 20 |
| 1. Performans Görevi (Uygulama) | 30 |
| Total | 100 |
| 1. Yıl İçinin Başarıya | 50 |
| 1. Final | 50 |
| Total | 100 |
| ECTS - Workload Activity | Quantity | Time (Hours) | Total Workload (Hours) |
|---|---|---|---|
| Hours for off-the-classroom study (Pre-study, practice) | 16 | 4 | 64 |
| Mid-terms | 1 | 1 | 1 |
| Quiz | 1 | 1 | 1 |
| Assignment | 1 | 10 | 10 |
| Performance Task (Application) | 1 | 10 | 10 |
| Final examination | 1 | 1 | 1 |
| Course Duration (Including the exam week: 16x Total course hours) | 16 | 4 | 64 |
| Total Workload | 151 | ||
| Total Workload / 25 (Hours) | 6.04 | ||
| dersAKTSKredisi | 6 | ||