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    Performance Management & Appraisal

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    Anshul Mishra
    This document discusses performance management and appraisal. It defines performance as what employees do and how they do their work. Performance appraisal helps set expectations, align goals with company goals, and provide feedback. The key aspects of performance discussed are quantity, quality, timeliness, cost efficiency and teamwork. The objectives of performance management include maximizing employee performance, continuous improvement, clear expectations, development, feedback and recognition. The process involves planning goals, ongoing feedback, evaluation, recognizing results, and performance improvement plans if needed. Performance is appraised using various methods and tools like ratings, MBO, and 360 degree feedback.

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    Performance Management & Appraisal

    Uploaded by

    Anshul Mishra
    23 views25 pages
    This document discusses performance management and appraisal. It defines performance as what employees do and how they do their work. Performance appraisal helps set expectations, align goals with company goals, and provide feedback. The key aspects of performance discussed are quantity, quality, timeliness, cost efficiency and teamwork. The objectives of performance management include maximizing employee performance, continuous improvement, clear expectations, development, feedback and recognition. The process involves planning goals, ongoing feedback, evaluation, recognizing results, and performance improvement plans if needed. Performance is appraised using various methods and tools like ratings, MBO, and 360 degree feedback.

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    PMS1

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    This document discusses performance management and appraisal. It defines performance as what employees do and how they do their work. Performance appraisal helps set expectations, align goals with company goals, and provide feedback. The key aspects of performance discussed are quantity, quality, timeliness, cost efficiency and teamwork. The objectives of performance management include maximizing employee performance, continuous improvement, clear expectations, development, feedback and recognition. The process involves planning goals, ongoing feedback, evaluation, recognizing results, and performance improvement plans if needed. Performance is appraised using various methods and tools like ratings, MBO, and 360 degree feedback.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    23 views25 pages

    Performance Management & Appraisal

    Uploaded by

    Anshul Mishra
    This document discusses performance management and appraisal. It defines performance as what employees do and how they do their work. Performance appraisal helps set expectations, align goals with company goals, and provide feedback. The key aspects of performance discussed are quantity, quality, timeliness, cost efficiency and teamwork. The objectives of performance management include maximizing employee performance, continuous improvement, clear expectations, development, feedback and recognition. The process involves planning goals, ongoing feedback, evaluation, recognizing results, and performance improvement plans if needed. Performance is appraised using various methods and tools like ratings, MBO, and 360 degree feedback.

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    Performance Management &

    Appraisal
    PMS - Critical Business & People
    Management Process -
    Performance Appraisal
    What comes to mind

    Ratings, Targets, Incentives ????

    What is performance ??
    Why Appraise Performance
    Helps in setting expectation or goals
    Aligning with Company’s goals
    Corrective actions
    Developmental actions
    Bonus/Rewards/Incentives
    Career Plan
    Opportunity to Communicate
    What is Performance

    WHAT PEOPLE DO (THEIR WORK)

    HOW THEY DO IT (THEIR BEHAVIOUR)

    WHAT THEY ACHIEVE(RESULTS&REWARDS)


    Performance
    Performance - is essentially what an employee does or does not do . Employee
    performance common to most jobs includes the following elements :

    Quantity of output
    Quality of output
    Timeliness of output
    Cost Efficiency
    Team working

    Job criteria - most imp element in a job , which identifies what an employee is
    required to do , therefore the performance on job criteria is measured and
    compared against standards and the result is communicated .
    PMS Win/Win
    The objectives of our performance management process include the following:

     Maximize the performance of all employees


     Initiate continual improvement of processes
     Set clear objectives and expectations
     Ensure on-going development of all employees
     Provide continuous feedback and coaching
     Recognize and reward results .
    Linkage / Alignment
    The Process
    The Process ---
     Performance Planning - Goal Setting

    On going Feedback & communication

    Evaluation

    Recognize & Rewards Results

    Performance Improvement Plan


    Uses of performance appraisal
    Administrative & Developmental
     Performance Appraisal

    • Identifying strengths
    • Compensation • Identifying areas for
    • Promotion growth
    • Exit • Development
    planning
    Similarities & differences

    Performance appraisal system

    Performance management system


    Who conducts Appraisal
    Methodology
    Graphic Rating scale method

    Comparative method

    Behavioral Rating

    Management by objective ( MBO) methods

    Narrative methods

    Balance Score card

    360 degree / 720 degree


    Goal Setting ( vision –-- mission –goals--- objectives )
    Alignment with Annual Biz Plan.

     Set Expectations

    Define Targets

    Goals are your Road map. Effective Goals are SMART

    SMART - Specific, Measurable, Achievable, Relevant and


    Time bound
    Feedback & Communication
    Mid term Review

    Mid term changes

    Ongoing process

    Dos & Do nots

    A group exercise --------


    Multisource Rating
    Evaluation
    Target vs Achievement

    Personal Effectiveness ( Competencies)

     Rating / Ranking
    PMS G & O and R 1 sample data (1) - Shortcut.lnk

    Normalization (Bell Curve)Normalization.pptx

    Identification of Potential
    Feedback & Communication
    Mid term Review

    Mid term changes

    Ongoing process

    Dos & Donots

    A group exercise --------


    Individual Development Plan
    Identification of needs

    Training plan

    Job rotation

    Cross functional training

    Leadership / Managerial development


    Recognition & Reward
    Communication of the Results

    Distribution of Rewards

    promotions
    Performance Improvement
    Identification of Improvement areas

    Improvement plans (PIP)


    Possible Biases
    Recency /primacy effect

    Central tendency, leniency, strictness error


    Rater Bias

    Halo Effect

    Contrast Error

    Challenges :
    The debate : Bell curve its effectiveness


    THANK YOU

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