WELCOME

PERFORMANCE
MANAGEMENT,
PERFORMANCE PLANNING,
POTENTIAL APPRAISAL, &
PERFORMANCE COUNSELLING

Presented By
Helna.k.a
 PERFORMANCE
MANAGEMENT
 Performance management is the process of
planning performance, appraising
performance, giving its feedback, and
counselling an employee to improve his
performance
 Features of performance
management
 It is closely aligned with the organizational
context and culture
 It is closely linked to other systems of human
resource management particularly career planning
succession planning, and training and
development.
 It is seen as a continuous process of monitoring
and feedback
 It involves effective use of technology in
conveying desired competencies and in
monitoring, collecting, and giving feedback
 It emphasizes comprehensive training to
managers not just for their own development only
but to act as effective coaches
 It is dynamic system that is suitable for changing
workplace realities.
 PERFORMANCE
PLANNING
 Performance planning is the process of
determining what and how a job is to be
done in such a manner that both the
employee and his superior understand what
is expected from the employee and how
success is defined and measured.
 POTENTIAL APPRAISAL

 Potential appraisal involves assessing the

capability of an employee which he
possesses but that is not being utilized fully.
A fundamental premise behind potential
appraisal is that every individual has certain
hidden qualities in varying proportion.
 PERFORMANCE
COUNSELLING
 Performance counselling is an interactive
process between the employee and his
counsellor to anticipate the likely problems
in job performance, defining proactive
actions to overcome those problems, and
implementing those actions on a continuous
basis.
 Steps in performance
counselling
 Rapport between employee and counsellor
that means there is open and free
communication between them. Rapport between
employee and counsellor can be developed by
building trust, mutual respect, and empathy.
 Exploring information about performance
at this stage the counsellor with the
help of the employee, explores about the
employee’s current performance, his strength and
weaknesses particularly the key ones and his key
job requirements
 To define future goals
the counsellor tries to make
him realize what the employees problems are
and to make a realistic assessment of the
nature of that problems. Based on the
understanding of the problems, the counsellor
helps the employee in setting his performance
goals more realistically.
 Drawing action plans
The counsellor helps the
employee to draw action plans that would
result into continuous performance
improvement. The pros and cons of each
action plan are evaluated and weighed and
the most appropriate action plan is selected
for step by step execution with a time table
 Pre-requisites for performance
counselling
1. Organizational culture for performance
improvement
performance counselling
can be used as a source of continuous
performance improvement if the
organizational culture for it is conducive.
2. Continuous desire for learning
improvement over
improvement in performance requires a
change in mental set. This mental set can
be changed through learning. Therefore,
there should be desire for continuous
learning on the part of the employees.
3. Continuous dialogue
performance
counselling is a process of continuous
dialogue between the employee and
the counsellor towards better
understanding of the situation. This
enhances mutuality and openness.
4. Focus on work-related behaviour
discussion of personal issues
and personality problems should take place
only in so far as it is helpful in
understanding the employee’s difficulties in
performing his organizational role more
effectively.
 REFERENCE

 L.M PRASAD “HUMAN RESOURCE

MANAGEMENT”
QUESTIONS???
THANK YOU