Scribd
Upload
6 views

unit 3 ppt_pm (1)

The document outlines the importance and role of performance management within organizations, emphasizing the responsibilities of supervisors and HR departments in conducting appraisals. It details the objectives of performance management, including goal setting, expectation setting, performance standards, and effective communication. Additionally, it highlights the benefits of a performance management system in driving productivity and facilitating HR decisions aligned with organizational strategy.

Uploaded by

anshulpuri50
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
6 views

unit 3 ppt_pm (1)

The document outlines the importance and role of performance management within organizations, emphasizing the responsibilities of supervisors and HR departments in conducting appraisals. It details the objectives of performance management, including goal setting, expectation setting, performance standards, and effective communication. Additionally, it highlights the benefits of a performance management system in driving productivity and facilitating HR decisions aligned with organizational strategy.

Uploaded by

anshulpuri50
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 56

PERFORMANCE MANAGEMENT

Importance of performance management


ROLE OF PERFORMANCE IN ORGANIZATION
ROLE OF APPRAISAL IN PERFORMANCE MANAGEMENT

• Supervisor
. - Usually do the actual appraising
- Must know how to conduct the Appraisal fairly
- Must be familiar with basic appraisal formatting
• HR Department
- Serves a policy making and Advisory role
- Prepare forms and procedures And insist that all Department use them
- Appraisal based on their skills
PROCESS OF PERFORMANCE MANAGEMENT
Relevance of objective in organization

The major objectives of performance management that you should consider when establishing, or reformatting,
your performance management system:
1. Setting and Defining Goals
• Setting and defining clear goals yields several key benefits, including:
• Allowing employees to focus on what’s important.
• Aligning individual objectives with business objectives.
• Optimizing employees’ individual performance.
• Identifying the key result areas and work upon improving them.
2. Setting Expectations for Managers and Employees

In order to Set expectations that yield solid results, try to follow this succession of stages for expectation
setting:
• Define the expectations in clear terms. Let your employees know exactly what is expected from them
and provide clarification when needed.
• Explain how the expectations established will help in fulfilling the overall business objectives; draw
the line of sight between their contribution and the business achieving those objectives.
• Document the expectations. Establish a process that clearly defines and measures what to do and who is
responsible for each task.
3. Setting Performance Standards

Every role in a company has a certain performance standard that comes along with it, and a failure to
accomplish performance standards can mean the following for your business:
• Setting even more unrealistic standards for the job that is failing to reach its existing standards.
• Not having enough resources to complete the new demands.
• A failure of cooperation or collaboration from the team and manager.
• A lack of effort on the employees’ part.
4. Establishing Effective Communication

In order to build a communication active environment, consider the following tips:


• Team leaders, or managers, should take sufficient time to indulge in one-on-one interactions with their team
members; regular touch-points and contact.
• To build a workforce with varied skills, that fosters further career development, continuous feedback and
coaching are critical. This can be done through performance reviews, or 360-Feedback resources.
• Set and conduct regular team building activities (there are some great online activities).
• Promote and encourage collaboration and communication among team members, and as an essential part
of the workplace culture.
• Use appropriate and helpful business communication tools.
Dimensions of performance management
INDIVIDUAL PERFORMANCE MANAGEMENT

Individual Performance means the performance objectives specifically


attributable to each Participant reflective of his/her functional area and
responsibilities, taking into consideration top Executive’s evaluation of
performance in that regard.
OBJECTIVE OF PERFORMANCE ANALYSIS
BENEFITS OF PERFORMANCE PLANNING
IMPLEMENTING PERFORMANCE
MANAGEMENT SYSTEM
PERFORMANCE MANAGEMENT SYSTEM

“Performance Management
System is the key driving force to
employee’s productivity,
development, rewards and
awards”
Objective of PMS

• Drive individual and hence organisational performance;


• Develop organisational culture and individual capabilities;
• Measure performance in a more objective and systematic manner; and
• Facilitate effective HR and operational decisions in line
with organisational strategy.
Operationalizing change
• An operational change is a change in the structure of your company.
That could be a reorganization, layoffs, or just a team change due to
a strategic or mission statement change.
• Operational changes are some of the roughest for your employees
because they never quite know what to expect. At least with a
change in technology they aren’t likely to find themselves without a
job.
IMPLEMENTING PERFORMANCE
MANAGEMENT PROCESS
PITFALLS OF
PERFORMANCE
MANAGEMENT
PMS Framework
Team performance
management

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy