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    Performance Management 1

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    Dhairya Mehta
    Performance management involves an ongoing process of communication between employees and their managers to identify and describe job responsibilities, set performance standards, provide feedback, and conduct performance reviews. The goals are to understand an employee's strengths and weaknesses, provide development opportunities, improve performance, and help employees advance their careers. It includes setting objectives, observing performance, providing feedback, conducting appraisals, and developing performance improvement plans.

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    Performance Management 1

    Uploaded by

    Dhairya Mehta
    27 views16 pages
    Performance management involves an ongoing process of communication between employees and their managers to identify and describe job responsibilities, set performance standards, provide feedback, and conduct performance reviews. The goals are to understand an employee's strengths and weaknesses, provide development opportunities, improve performance, and help employees advance their careers. It includes setting objectives, observing performance, providing feedback, conducting appraisals, and developing performance improvement plans.

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    Performance management involves an ongoing process of communication between employees and their managers to identify and describe job responsibilities, set performance standards, provide feedback, and conduct performance reviews. The goals are to understand an employee's strengths and weaknesses, provide development opportunities, improve performance, and help employees advance their careers. It includes setting objectives, observing performance, providing feedback, conducting appraisals, and developing performance improvement plans.

    Copyright:

    © All Rights Reserved
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    27 views16 pages

    Performance Management 1

    Uploaded by

    Dhairya Mehta
    Performance management involves an ongoing process of communication between employees and their managers to identify and describe job responsibilities, set performance standards, provide feedback, and conduct performance reviews. The goals are to understand an employee's strengths and weaknesses, provide development opportunities, improve performance, and help employees advance their careers. It includes setting objectives, observing performance, providing feedback, conducting appraisals, and developing performance improvement plans.

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    Performance Management

    Dr. Kapil Pandla


    What is Performance Management?

    01/07/23 Dr. Kapil Pandla 2


     Is it differential Pay system?
     Is it objective setting process?
     Feedback or Appraisal System?
     Or it is Career Management System?

    01/07/23 Dr. Kapil Pandla 3


    Performance of an individual in
    organisational setting may therefore
    be defined as the output delivered by
    an individual in relation to a given
    role during a particular period of time
    under the set of circumstances
    operating at that point of time.

    - Prof. T.V. Rao


    Performance Management: An ongoing communication
    process that involves both the performance manager and
    the employee in:

    1. identifying and describing essential job functions and


    relating them to the mission and goals of the organization
    2. developing realistic and appropriate performance
    standards
    3. giving and receiving feedback about performance
    4. writing and communicating constructive performance
    appraisals
    5. planning education and development opportunities to
    sustain, improve or build on employee work performance.
    Elements of EPM
    Objectives of EPM
     Knowing the role and function
     Identifying strengths and weaknesses
     Identifying developmental needs of employee
     To increase mutuality between employee and
    supervisor
     Provide opportunity to employee of self
    reflection
     Help employee to internalise norms and culture
     Prepare employee for higher level jobs
    01/07/23 Dr. Kapil Pandla 7
    Process of EPM
    Job description and Strategic Plan
    Writing a job description is a process of
    systematically collecting, analyzing, and
    documenting the important facts about a job.

    A strategic plan is composed of a mission


    statement, identified goals related to the
    organization's mission, as well as strategic initiatives
    necessary to accomplish each goal.
    Performance Standards
    Standards of performance are written
    statements describing how well a job
    should be performed. Performance
    standards are developed collaboratively
    with employees, whenever possible, and
    explained to new employees during the
    first month on the job.
    Guidelines for Performance Standards

     It should be related to assign work and job


     Reporting system should be adequate
     Accomplishments of organisational
    objectives must be included.
     Where it is not possible to quantify the
    quality should be verified.

    01/07/23 Dr. Kapil Pandla 11


    Checking Standards
     Are the standards realistic?
     Are the standards specific?
     Are the standards based on measurable data,
    observation, or verifiable information?
     Are the standards consistent with organizational
    goals?
     Are the standards challenging?
     Are the standards clear and understandable?
     Are the standards dynamic?
    01/07/23 Dr. Kapil Pandla 12
    Observation and Feedback

    Observing work performance and providing feedback


    about it should be a routine part of the performance
    management process. Feedback should be based on
    observed and/or verifiable work-related behaviors,
    actions, statements, and results. This type of feedback is
    called behavioral feedback. Effective feedback helps the
    employee sustain good performance, to develop new
    skills and to improve performance when necessary.

    01/07/23 Dr. Kapil Pandla 13


    Performance Appraisal
    Performance appraisal is a process of
    summarizing, assessing and developing
    the work performance of an employee. In
    order to be effective and constructive, the
    performance manager should make every
    effort to obtain as much objective
    information about the employee's
    performance as possible.
    Performance Development
    Plan
    An important component of the performance
    management process is development of
    employees' work-related skills, knowledge and
    experience. The development process offers
    another opportunity for you and your employee to
    work collaboratively to improve or build on his or
    her performance and to contribute to
    organizational effectiveness.
    Dimensions of Performance
    Management

     Output or result dimension


     Input Dimension
     Time Dimension
     Focus Dimension
     Quality Dimension
     Cost Dimension
    01/07/23 Dr. Kapil Pandla 16

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