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Performance Management
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Objectives /Learning OutcomesOverview of Performance Management ProcessChallenges of Performance ManagementPerformance Management as an ongoing systemPerformance Appraisal systemsPerformance Diagnosis & Improvement process360 degree feedback Techniques & innovative
approachesCompensation & Reward SystemsStrategic Approach to CompensationCareer Structuring/MappingCase Studies
What is Performance?Performance deals with the
outcomes, results and accomplishments achieved by a person, group or organization
The act of performing; of doing something successfully; using knowledge as distinguished from merely possessing it- Action oriented
Actual Results Vs Desired Results
Why Manage Performance?Encourage and reward behaviors that are
aligned with organizational mission and goals
People want to feel what they do adds value and understand their contribution to the team
Curb or redirect non-productive activitiesStrategic Focus
Performance ManagementPerformance Management is one of the
key processes that, when effectively carried out, helps employees know that their contributions are recognized and acknowledged. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and evaluating results.
Performance management is the process of creating a work environment
or setting in which people are enabled to perform to the best of their abilities to achieve organizational effectiveness
& best possible performance.
PP & PIA performance problem
is any gap between desired results and actual results.
Performance Improvement is any effort targeted at closing the gap between actual results and desired results
Five Key Components
Performance Management
1. PlanningSet goals and measures
Establish and communicateelements and standards
2. Monitoring Measure performance
Provide feedbackConduct progress review
3. Developing Address poorperformance
Improve goodperformance
5. Rewarding Recognize and reward
good performance
4. Rating Summarize performance
Assign the rating ofrecord
Performance Management InvolvesClarity of VisionSetting
Performance Standards
Measuring Performance against standards
Feedback & Corrective actions
Performance Management CyclePerformance Planning
where goals and objectives are established
Performance Coachingwhere a manager intervenes to give feedback and adjust performance
Performance Appraisalwhere individual performance is formally documented and feedback delivered
Performance Vs BehaviorPerformance is the end result whereas
Behavior is the means to the end
Performance is what people leave behind whereas Behavior is what people take with them
The ultimate focus of HPI is on performance and accomplishments with secondary emphasis on behaviors
Human Performance Improvement HPI Human performance
improvement is the systematic process of discovering and analyzing important human performance gaps, planning for future improvements in human performance, designing and developing cost-effective and ethically justifiable interventions to close performance gaps, implementing the interventions, and evaluating the financial and non-financial results.
What does HPI mean for organizations?HPI specialists work
with your staff to identify the root performance cause and help to identify solutions/interventions that will best close the gap in performance. It is a partnership of departments working together to find the best solution.
Why’s behind Success and failureInternal Internal (Personal)(Personal)
External External (Environmental)(Environmental)
Good Good PerformancePerformance
• High AbilityHigh Ability
• Hard WorkHard Work
• Easy JobEasy Job
• Cooperative coworkersCooperative coworkers•Good BossGood Boss•Good LuckGood Luck
Poor Poor PerformancePerformance
• Low AbilityLow Ability
• Low EffortLow Effort
• Tough JobTough Job
• Bad LuckBad Luck•Un productive Un productive coworkerscoworkers•Un sympathetic BossUn sympathetic Boss
Seven Pillars of Performance Management
Clarity about the organization's purpose and direction
Clear understanding by individuals and Teams
AspirationSupportFeed Back RecognitionRenewal
Uses of Performance Appraisal DataHR PlanningRecruitment SelectionTraining & Development Career PlanningCompensation & BenefitsInternal Employee RelationsAssessment of Employees PotentialAreas for performance Improvement
So, the rabbit sat on the ground below the crow, and rested.
A crow was sitting on a tree, doing nothing all day.
A small rabbit saw the crow, and asked him, "Can I also sit like you and do nothing all day long?”The crow answered: "Sure, why not.”
All of a sudden, a fox appeared,
Jumped on the rabbit... and ate it.
CORPORATE LESSON 1Moral of the story is….
To be sitting and doing nothing you must be sitting very, very high up.
QUESTIONS