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    Implementing Performance Management System

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    Stuti Sharma Gaur
    The document discusses implementing a performance management system and outlines key steps including careful planning, designing a framework that considers business and employee needs, gaining approval from senior management and employees, communicating the new system, providing training to employees at all levels on using the new system, and ongoing administration and support. The implementation process requires defining performance expectations at the individual, process, and organizational levels.

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    Implementing Performance Management System

    Uploaded by

    Stuti Sharma Gaur
    293 views20 pages
    The document discusses implementing a performance management system and outlines key steps including careful planning, designing a framework that considers business and employee needs, gaining approval from senior management and employees, communicating the new system, providing training to employees at all levels on using the new system, and ongoing administration and support. The implementation process requires defining performance expectations at the individual, process, and organizational levels.

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    The document discusses implementing a performance management system and outlines key steps including careful planning, designing a framework that considers business and employee needs, gaining approval from senior management and employees, communicating the new system, providing training to employees at all levels on using the new system, and ongoing administration and support. The implementation process requires defining performance expectations at the individual, process, and organizational levels.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    293 views20 pages

    Implementing Performance Management System

    Uploaded by

    Stuti Sharma Gaur
    The document discusses implementing a performance management system and outlines key steps including careful planning, designing a framework that considers business and employee needs, gaining approval from senior management and employees, communicating the new system, providing training to employees at all levels on using the new system, and ongoing administration and support. The implementation process requires defining performance expectations at the individual, process, and organizational levels.

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    The key takeaways are that implementing a performance management system requires careful planning and consideration of organization-specific factors, and involves phases like design, approval, communication and training.

    The different phases involved in implementing a performance management system are design, approval, communication and administration/support as discussed on pages 2-3, 4-6, 7, and 15 respectively.

    The different types of training involved are performance management training, team leader and manager training, employee/staff briefings, and ongoing training and support as detailed on pages 8-14.

    Implementing a Performance Management System

    12/29/2013

    Dr. Subhash Kakkar

    Implementing a Performance Management System


    Like all change programs, a performance management system implementation requires careful planning and management. Every organisation is different. Many factors need to be considered and allowed for.

    12/29/2013

    Dr. Subhash Kakkar

    Design
    The design or redesign phase establishes the framework It also includes the planning for the approval, communication, training and administrative phases (the implementation plan).

    12/29/2013

    Dr. Subhash Kakkar

    Approval processes
    Once designed or redesigned, the performance management system needs to be reviewed and approved to ensure business and employee needs are met. This covers both management and employee interests.

    12/29/2013

    Dr. Subhash Kakkar

    Senior management need to be satisfied that all relevant requirements have been considered. This includes alignment with corporate business and human resources strategies, as well as ensuring sufficient resources (people and money) have been allocated to the implementation process.

    12/29/2013

    Dr. Subhash Kakkar

    Employees, through some form of participation method, should also have the opportunity to offer comment. Approval also includes agreement to the implementation plan established at the design phase.

    12/29/2013

    Dr. Subhash Kakkar

    Communication
    Once the system is approved, the communication strategy should be implemented. This involves communicating the key features, benefits and impact of the scheme.

    12/29/2013

    Dr. Subhash Kakkar

    Training
    A variety of training programs and support mechanisms should/could be provided, see Performance Management Training for more information.

    12/29/2013

    Dr. Subhash Kakkar

    Performance Management Training Courses/Modules


    Training Performance management training complements the introduction of new or revised performance management systems. A variety of programs/courses/modules may be necessary to ensure successful implementation. Training can include business performance improvement, appraisal techniques, evaluation forms, discussion and interview methods, objectives, etc.
    12/29/2013 Dr. Subhash Kakkar 9

    Performance Management Training Programs


    Performance management training situations are varied. The implementation of new or revised schemes often necessitates training. Ongoing training needs also have to be considered, particularly for new employees or those promoted into team leader or managerial positions.
    12/29/2013 Dr. Subhash Kakkar 10

    Key Staff Member Training Design/Implementation Participants


    These involve information sessions on all aspects of performance management for employees, team leaders and managers participating in system design or redesign. Often a forerunner to workshops where the facilitator leads the design and planning process for the new performance management system.
    12/29/2013 Dr. Subhash Kakkar 11

    Employee/Staff Briefings
    For new or revised performance schemes, briefing sessions for all participating employees (staff) can answer queries and concerns, providing a solid foundation for successful implementation. Performance management content can include the system structure, corporate rationale, expected benefits, requirements, "how-to" approaches and the like.
    12/29/2013 Dr. Subhash Kakkar 12

    Team Leader and Manager Training


    More extensive training is required for team leaders and managers who will conduct the review discussions or interviews. This can include: identifying and writing performance objectives, adapting corporate objectives to the individual/team, discussion and questioning techniques, HR policies (particularly in regard to compensation, training/education support), handling salary discussions, equity/legal issues, etc.
    12/29/2013 Dr. Subhash Kakkar 13

    Ongoing Training and Support


    Establishing support materials and training programs so new employees, team leaders and managers can be trained. Computer/internet/intranet applications are increasingly being used to provide "just-intime" learning programs.

    12/29/2013

    Dr. Subhash Kakkar

    14

    Administration and Support


    A well designed and implemented system will be self-supporting. Participation will be voluntary and the "coercion factor" will be minimal. The human resources (human capital) "department" is normally charged with the overall administration and monitoring of the system. Line management is normally responsible for the local scheme management.
    12/29/2013 Dr. Subhash Kakkar 15

    Defining Performance

    12/29/2013

    Dr. Subhash Kakkar

    16

    Performance is about factors such as culture, mission, work-flow, goals, environment, knowledge, and skills all working together to produce something that is valuable to the consumer. So performance, regardless of the organization that produces the performance (be it a baseball team, software company, girl scout troop, or law firm), is about outputs or results. There are 3 levels of performance
    12/29/2013 Dr. Subhash Kakkar 17

    3 levels of performance
    1. Organization 2. Process 3. Individual

    12/29/2013

    Dr. Subhash Kakkar

    18

    Performance Needs To Occur On Three Levels


    1.The performer 2.The process 3.The organization

    12/29/2013

    Dr. Subhash Kakkar

    19

    1. Organization 2. Process 3. Individual

    12/29/2013

    Dr. Subhash Kakkar

    20

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