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    Understanding Performance Planning

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    Sandhya Basnet
    The document discusses the concepts of performance planning and management. It defines performance as the outcomes produced during a specified period using an employee's competencies. Performance management is described as a process that sets goals, provides support and feedback, and rewards employees to help achieve organizational objectives. The key aspects of a performance management system are outlined as planning goals, maintaining performance, appraising performance, rewarding performance, and developing performance. Goal setting is also explained as identifying objectives, measures, targets, and competencies to create work plans.

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    Understanding Performance Planning

    Uploaded by

    Sandhya Basnet
    23 views10 pages
    The document discusses the concepts of performance planning and management. It defines performance as the outcomes produced during a specified period using an employee's competencies. Performance management is described as a process that sets goals, provides support and feedback, and rewards employees to help achieve organizational objectives. The key aspects of a performance management system are outlined as planning goals, maintaining performance, appraising performance, rewarding performance, and developing performance. Goal setting is also explained as identifying objectives, measures, targets, and competencies to create work plans.

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    understanding-performance-planning

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    The document discusses the concepts of performance planning and management. It defines performance as the outcomes produced during a specified period using an employee's competencies. Performance management is described as a process that sets goals, provides support and feedback, and rewards employees to help achieve organizational objectives. The key aspects of a performance management system are outlined as planning goals, maintaining performance, appraising performance, rewarding performance, and developing performance. Goal setting is also explained as identifying objectives, measures, targets, and competencies to create work plans.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    23 views10 pages

    Understanding Performance Planning

    Uploaded by

    Sandhya Basnet
    The document discusses the concepts of performance planning and management. It defines performance as the outcomes produced during a specified period using an employee's competencies. Performance management is described as a process that sets goals, provides support and feedback, and rewards employees to help achieve organizational objectives. The key aspects of a performance management system are outlined as planning goals, maintaining performance, appraising performance, rewarding performance, and developing performance. Goal setting is also explained as identifying objectives, measures, targets, and competencies to create work plans.

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    PERFORMANCE

    PLANNING
    CONCEPT OF
    PERFORMANCE

    PERFORMANCE IS A SET OF OUTCOMES PRODUCED


    ON A SPECIFIED JOB DURING A SPECIFIED PERIOD
    OF TIME WITH THE USE OF CERTAIN
    COMPETENCIES OF THE PERFORMER.

    TWO VIEWS ON THE CONCEPT OF PERFORMANCE:


    • TRADITIONAL CONCEPT: CONFORMANCE TO
    ORGANIZATIONAL NORMS, RULES AND PROCESS

    • MODERN CONCEPT: ACHIEVEMENT OF JOB


    OBJECTIVE, OUTPUT OR RESULT
    FOUNDATION OF
    PERFORMANCE
    PEOPLE CAN & WILL PERFORM BETTER WHEN THEY:
     KNOW & UNDERSTAND WHAT IS EXPECTED OF
    THEM: (GOALS)
     HAVE BEEN ABLE TO TAKE PART IN FORMING
    THE GOALS (PARTICIPATION)
     GET SUPERVISION, SUPPORTS, & RESOURCES:
    (ENABLING CONDITIONS)
     GET FEEDBACK ON THEIR PERFORMANCE:
    (APPRAISAL)
     ARE ENABLE TO ACHIEVE THE GOALS:
    (DEVELOPMENT)
     HAVE POSITIVE CONSEQUENCES FOR
    PERFORMANCE: (REWARDS)
    PERFORMANCE MANAGEMENT
    (PM)
     A MANAGERIAL SYSTEM AND PROCESS (OF)
     GETTING BETTER RESULTS FROM EMPLOYEES
    (WITHIN)
     AN AGREED FRAMEWORK OF PLANNED INDIVIDUAL
    OR GROUP PERFORMANCE GOALS, STANDARDS AND
    COMPETENCE REQUIREMENTS AND (THROUGH)
     THE PROCESS OF SUPPORTING, MONITORING,
    APPRAISING, DEVELOPING AND REWARDING
    PERFORMANCE (IN ORDER TO)
     ACHIEVE THE OBJECTIVES OF THE ORGANIZATION
    PERFORMANCE MANAGEMENT
    SYSTEM
    (PMS)

    • PLANNING PERFORMANCE

    • MAINTAINING PERFORMANCE &


    DIAGNOSING PERFORMANCE PROBLEM

    • APPRAISING PERFORMANCE

    • REWARDING PERFORMANCE

    • DEVELOPING PERFORMANCE
    GOAL SETTING
    • REVIEW ORGANIZATIONAL & UNIT PERFORMANCE GOALS

    • REVIEW JD & JS OF CONCERNED EMPLOYEE/ TEAM

    • IDENTIFY KEY RESULT AREAS (KRAS)

    • IDENTIFY PERFORMANCE MEASURES OR INDICATORS

    • SET GOALS/ STANDARDS

    • IDENTIFY PERFORMANCE COMPETENCIES & ATTRIBUTES

    • FORMULATE WORK PLAN


    KEY RESULT AREAS (KRAS)

    PRIORITY AREAS OF PERFORMANCE IN


    TERMS OF THE RESULTS OR OUTPUTS
    EXPECTED OR DESIRED SIGNIFICANT
    ACHIEVEMENTS REQUIRED

     EXAMPLES OF SOME IMPORTANT GENERAL


    KRAS:
     CUSTOMER SERVICE
     ORGANIZATIONAL & STAFF DEVELOPMENT
     EMPLOYEE SATISFACTION
    PERFORMANCE MEASURE

    AN INDICATOR OF PERFORMANCE THAT


    MEASURES WHETHER AND TO WHAT
    EXTENT THE OBJECTIVE HAS BEEN
    ACHIEVED.

    MEASUREMENT CRITERIA:
     QUANTITY (HOW MUCH/ MANY)
     TIME (HOW SOON/ BY WHEN)
     COST (WITH WHAT RESOURCE)
     QUALITY (HOW WELL)
    GOAL/TARGET STATEMENT

    THE PLANNED OUTPUT/ OUTCOME/


    RESULT TO BE ACHIEVED CONSIDERING
    THE PERFORMANCE MEASURES.
    WHY PERFORMANCE GOAL SETTING?

     WHAT GETS MEASURED IS GET DONE


     IF YOU DON’T MEASURE RESULTS, YOU CAN’T TELL
    SUCCESS FROM FAILURES
     IF YOU CAN’T SEE SUCCESS, YOU CAN’T REWARD IT
     IF YOU CAN’T REWARD SUCCESS, YOU ARE PROBABLY
    REWARDING FAILURE
     IF YOU CAN’T SEE SUCCESS, YOU CAN’T LEARN FROM
    IT
     IF YOU CAN’T RECOGNIZE FAILURE, YOU CAN’T
    CORRECT IT

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