PM Presentation

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Performed by Harisha Kannan Atitaya Mrunal Ashwiathi Performance Management Workshop

Objectives : 

Objectives What is Performance? What is Performance Management? Why Manage Performance? How to Manage Performance? How does Performance Management add value to the Organization? Overall Goal Ongoing Activities of Performance Management What if PM is not Measured? Performance Appraisal Techniques of Performance Appraisal Performance Appraisal isn't PM Recommendations References Feedback

What is Performance? : 

What is Performance? Performance is getting the job done. Producing the result that you aimed at. Performance can be defined as the success in meeting pre-defined objectives, targets and goals. If you don’t reach the objectives, may be you haven’t performed well enough.

Performance Management : 

Performance Management includes activities to ensure that goals are consistently being met in an effective and efficient manner. It is a goal congruent WIN-WIN plan. Performance Management

Why Manage Performance? : 

Why Manage Performance? Building performance based work culture Corporate planning / Performance Planning Devising performance based evaluation system Encourage and reward behaviors aligned with organizational mission and goals

How to Manage Performance : 

How to Manage Performance Managing employee performance every day is the key to an effective performance management system. Setting goals, making sure your expectations are clear, and providing frequent feedback help people perform most effectively.

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Clear Performance Expectations in Team Building The Executive leadership must clearly communicate its expectations for the team’s performance and expected outcomes to align each area of the organization with the overall mission and vision. Performance Improvement - Performance Improvement for Managers The manager’s potential to negatively impact other employees and your organization is significant. So there should be positive will and good intentions by both parties. How to Manage a Deadbeat Employee The hallmark of the deadbeat employee is that he is always walking on the edge between succeeding and failing. Manager’s first step with a deadbeat employee is to figure out what went wrong and to encourage the deadbeat employee to contribute.

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Coaching for Improved performance A step-by-step coaching approach should be given to help an employee improve his work performance. This approach avoids the need for discipline and produces great results. Performance Management Strategies Employees don't always do what you want them to do. On the one hand, they act as if they are competent professionals. On the other, they procrastinate, miss deadlines, and wait for instructions. The manager must find out exactly why the employee is not meeting the expectations. Perhaps the employee is unclear about what is expected. He may lack the time, tools, talent, training, or temperament required to effectively perform the job. The easiest to solve, and the ones most affecting employee retention, are tools, time and training.

Get What You Request and Reward : 

Get What You Request and Reward A performance management system includes the following components. Develop clear job descriptions. Select appropriate people with an appropriate selection process. Negotiate requirements and accomplishment-based performance standards, outcomes, and measures. Provide effective orientation, education, and training. Provide on-going coaching and feedback. Conduct quarterly performance development discussions. Design effective compensation and recognition systems that reward people for their contributions. Provide promotional/career development opportunities for staff. Assist with exit interviews to understand WHY valued employees leave the organization.

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How does Performance Management add value to the Organization? Performance management applies to organizations and includes recurring activities to establish

Overall Goal : 

Overall Goal The overall goal of performance management is to ensure that the organization and all of its subsystems (processes, departments, teams, employees, etc.) are working together in an optimum fashion to achieve the results desired by the organization.

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Ongoing Activities of Performance Management Achieving the overall goal requires several ongoing activities like,

What if PM is not Measured? : 

What if PM is not Measured? How do you know where to improve? How do you know how you compare with others? How do you know whether you are improving or declining? How do you know whether or which of your programs, methods, or employees are producing results that are cost effective and efficient? You can’t!!

Performance Appraisal : 

Performance Appraisal According to Flippo," Performance appraisal is a systematic way of reviewing and assessing the performance of an employee during a given period of time and planning for his future. It is a powerful tool to calibrate, refine and reward the performance of the employee. It helps to analyze his achievements and evaluate his contribution towards the achievements of the overall organizational goals.By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management's interest in the progress of the employees.

Techniques Of Performance Appraisal : 

Techniques Of Performance Appraisal Performance Appraisal

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Traditional Method Easy Appraisal Method Also called as “Free Form Method”. involves a description of the performance of an employee by his superior. The description is an evaluation of the performance of any individual based on the facts and often includes examples and evidences to support the information. A major drawback of the method is the inseparability of the bias of the evaluator. Straight ranking Method In this method, the appraiser ranks the employees from the best to the poorest on the basis of their overall performance. It is quite useful for a comparative evaluation. Paired Comparison A better technique of comparison than the straight ranking method, this method compares each employee with all others in the group, one at a time. After all the comparisons on the basis of the overall comparisons, the employees are given the final rankings.

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Critical Incidents Method In this method ,the evaluator rates the employee on the basis of critical events and how the employee behaved during those incidents. It includes both negative and positive points. The drawback of this method is that the supervisor has to note down the critical incidents and the employee behaviour as and when they occur. Field Review In this method, a senior member of the HR department or a training officer discusses and interviews the supervisors to evaluate and rate their respective subordinates. A major drawback of this method is that it is a very time consuming method. But this method helps to reduce the superiors’ personal bias. Checklist Method The rater is given a checklist of the descriptions of the behaviour of the employees on job. The checklist contains a list of statements on the basis of which the rater describes the on the job performance of the employees. Graphic Rating Scale In this method, an employee’s quality and quantity of work is assessed in a graphic scale indicating different degrees of a particular trait. The factors taken into consideration include both the personal characteristics and characteristics related to the on the job performance of the employees. For example a trait like Job Knowledge may be judged on the range of average, above average, outstanding or unsatisfactory.

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Modern Method Management by Objectives (MOB) The process of MOB is defining Organizational goals, Defining employee’s objectives, Continuous Monitoring of Performance and Progress, Performance Evaluation/Reviews, Providing Feedback and Performance Appraisal (Rewards/Awards). 360 degree Appraisal 360 degree respondents for an employee can be his/her peers, managers (i.e. superior), subordinates, team members, customers, suppliers/ vendors - anyone who comes into contact with the employee and can provide valuable insights and information or feedback regarding the "on-the-job" performance of the employee. Self appraisal gives a chance to the employee to look at his/her strengths and weaknesses, his achievements, and judge his own performance. Assessment Centres Employees are given an assignment similar to the job they would be expected to perform if promoted. The trained evaluators observe and evaluate employees as they perform the assigned jobs and are evaluated on job related characteristics.

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Behavioural Anchored Rating Scale Employees are given an assignment similar to the job they would be expected to perform if promoted. The trained evaluators observe and evaluate employees as they perform the assigned jobs and are evaluated on job related characteristics. The major competencies that are judged in assessment centres are interpersonal skills, intellectual capability, planning and organizing capabilities, motivation, career orientation etc. assessment centres are also an effective way to determine the training and development needs of the targeted employees. Human Resource Accounting Human resources are valuable assets for every organization. In this method the Performance appraisal of the employees is judged in terms of cost and contribution of the employees. The cost of employees include all the expenses incurred on them like their compensation, recruitment and selection costs, induction and training costs etc whereas their contribution includes the total value added (in monetary terms). The difference between the cost and the contribution will be the performance of the employees. Ideally, the contribution of the employees should be greater than the cost incurred on them.

Performance Appraisal isn’t Performance management : 

Performance Appraisal isn’t Performance management Don’t make a mistake by thinking that evaluating or appraising Performance is the same thing as managing performance. It’s not!! Evaluating the performance is but one part of a performance management system. If you only evaluate the system and don’t do the other part, you will fail!!

Positive Thoughts for better PerformanceRecommendation : 

Positive Thoughts for better PerformanceRecommendation Success consists of a series of daily victories. The best preparation for tomorrow is to do today’s work superbly well. Concentrate your thoughts upon the work in hand. The sun rays do not burn until brought to a focus. If people could only concentrate on their work whole heartedly as they concentrate on their worries, success would be assured. Nothing is too high for a man to reach, but he must climb with planning, determination and confidence to succeed. “Failure is not falling down but the inability to stand up again”.

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References http://www.ipd.com/Advisors/Whatisperformance/tabid/1384/Default.aspx http://managementhelp.org/perf_mng/perf_mng.htm http://humanresources.about.com/od/manageperformance/Managing_DaytoDay_Employee_Performance.htm http://managementhelp.org/org_perf/org_perf.htm http://www.authorstream.com/Presentation/gothicanubis-50912-personell-management-1-performance-education-ppt-powerpoint/ http://www.managementhelp.org/perf_mng/overview.htm#anchor344488 http://appraisals.naukrihub.com/techniques-of-performance-appraisal.html

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