Professional Documents
Culture Documents
Management
Module 1
8 hrs
Introduction: Definition of Performance
Management, the Performance Management
Contribution, Dangers of Poorly Implemented
PM Systems, Aims and Role of PM Systems,
Characteristics of An Ideal PM Systems,
Performance Management Process,
Performance Management and Strategic
Planning.
Introduction: Definition of
Performance Management
Performance Management is a continuous
Performance
Performance refers to outcomes, results or
accomplishments
Rothwell, 2005
Components of
Performance
Four components of performance
A performer
Behaviour
Situation
Results
Morhman et al ,1989
Performance
management
A system that involves employee evaluations
once a year without an ongoing effort to
provide feedback and coaching so that
performance can be improved is not a true
performance management system.
Aguinis, 2005
Performance Appraisal
Performance appraisal is the systematic
Meaning
Performance Appraisal is a method of
It is the identification,
measurement and
management of human
performance in
organizations.
Illustration
Merrill Lynch
this is what is expected of you, this is how
Illustration
Seimens- PMS based on three pillars
Setting clear and measurable goals
Implementing concrete actions
Imposing rigorous consequences.
Performance Management
Contribution
Motivation to performance is increased
Self- esteem is increased
Managers gain insight about subordinates
The definition of job and criteria are clarified
Self insight and development are enhanced
Administrative actions are more fair and appropriate
Organizational goals are made clear
Employees become more competent
Better and timely differentiation between good and
poor performers
expectations
Organizational change is facilitated
motivation
resources
Varying and unfair standards and rating
Unclear rating system
maintainance purpose
Documentation purpose
Definition of reward
systems
A reward system is a set of mechanisms for
Characteristics of An Ideal PM
Systems
Strategic congruence
Thoroughness
Practicality
Meaningfulness
Specificity
Identification of effective and ineffective
performance
Reliability
Validity
Acceptability and fairness
Inclusiveness
Openness
Correctability
Standardization
Ehicality
Pre requisites
Performance
Performance
Performance
Performance
Execution
Assessment
review
renewal and recontracting
Pre requisites
strategic goals
Knowledge of the job in question
Job analysis to be conducted
Observation
Off the shelf questionnaire
Interviews
Frequency
Criticality
0: not performed
0: not critical
5: Extremely critical
Performance planning
Results
Key accountability
Specific objectives
Performance standards- which provides
Performance planning
BEHAVIOUR
Discussing competencies
Relating these competencies to KSAs.
Performance planning
Development plan
Includes both result and behavior
followed by next step
Performance Execution
Following factors must be present :
1. Commitment and goal achievement
2. Ongoing performance feedback and
coaching
3. Communication with supervisor
4. Collecting and sharing performance data
5. Preparing for performance review
MANAGERS
Updates
Feedback
Resources
Reinforcement
Performance Assessment
Both employee and the manager take
Performance review
The Achilles heel of the entire process.
behavior
Solicit feedback
Discuss the implication of changing or not
changing
Explain about skills
Agree on action plan
Set up a meeting to follow up