23. 2. Developing Strategic Plans at the
Unit Level
2.1Definition of strategic at
the unit level
• Strategic plan direct impact on the units
strategic plans (Aguinis, 2013)
• integrating sustainability into unit strategic
planning is a powerful way to realize the full
benefits of strategic sustainability (Bean,
2013).
26. 3. Job description
3.1 Definition of job
description
• Provides information about the various task
performed with some knowledge, skills and
ability required for the position (Aguinis,
2013).
• A brief description about the job, designed by
the employers for the employee (Human
Resource & Skills Development Canada, 2012).
27. 3) Job description
3.2 Purpose of job description
• providing a basis to evaluate employee
performance.
• identifying skill gaps
• helping to ensure an effective on hiring
process
• assisting in comparing the duties for positions
to better establish relative pay rates.
(Human Resource & Skills Development Canada, 2012).
28. 3. Job description
3.3 Characteristics of job description
(Aguinis,2013)
(Human Resource & Skills Development Canada, 2012).
29. 4. Individual and Team Performance
Definition of Individual
performance
• Emphasize on individual behavior of each
employees with individual objective in order
to perform (Aguinis, 2013) .
• The individual performance can be
determinants of effort motivation, skills &
ability, role Perception and resources
(Scholl, 2003)
31. 4) Individual and Team Performance
Choices performance management system
design for individual and team performance
• Criteria- Behavioral criteria VS Results criteria
• Participation- Low employee participation VS
high employee participant
• Temporal dimension- Short-term VS long-term
• Level of Criteria- Individual VS Team/group
• System orientation- Developmental orientation
VS Administrative orientation
• Rewards- Pay for performance VS pay for tenure/
position
(Aguinis, 2013)
