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Performance Management Process Final

1. The performance management process involves 6 steps: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and recontracting. 2. Prerequisites include understanding the organization's mission/strategic goals and the job description. Performance planning involves setting objectives, standards, and a development plan. 3. During performance execution, both supervisors and employees have responsibilities like commitment, feedback, and collecting performance data. Performance is then assessed through self-appraisals before being reviewed.

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Haneefdesciple
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3K views

Performance Management Process Final

1. The performance management process involves 6 steps: prerequisites, performance planning, performance execution, performance assessment, performance review, and performance renewal and recontracting. 2. Prerequisites include understanding the organization's mission/strategic goals and the job description. Performance planning involves setting objectives, standards, and a development plan. 3. During performance execution, both supervisors and employees have responsibilities like commitment, feedback, and collecting performance data. Performance is then assessed through self-appraisals before being reviewed.

Uploaded by

Haneefdesciple
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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PERFORMANCE MANAGEMENT

PROCESS
Muhammad Haneef
MBA, III Sem
PERFORMANCE MANAGEMENT PROCESS

• In theory, The Performance Review Process


can be thought of as positive interaction b/w
“coach” and an employee, working together
to achieve maximum performance. In
reality, it’s more like finding a dead squirrel
in your backyard and realizing the best
solution is to fling(throw) it onto your
neighbor’s roof.
Scott Adams(The Dilbert Principle)
PERFORMANCE MANAGEMENT PROCESS

Prerequisites

Performance
planning

Performance
execution

Performance
Assessment

Performance
Review

Performance
Renewal &
Recontracting
PERFORMANCE MANAGEMENT PROCESS

1. Prerequisites
2. Performance planning
3. Performance execution
4. Performance Assessment
5. Performance Review
6. Performance Renewal & Recontracting
Prerequisites
• 1.Knowledge of the orgn’s mission and
strategic goals
• 2. Knowledge of the job in question
1.Knowledge of the orgn’s mission and strategic goals
• Mission
• A mission is a statement, which outlines the
fundamental purpose of the organization
Strategic goals
It is the result of strategic planning: Strategy is a
Purpose for existing commitment
to undertake
 future position
one set of
Goals to achieve
action rather
Strategies to achieve them than another
• Once the mission & S.goals have been set
it should be cascaded(flow) downward
If there is any lack of clarity regarding
goals or
relationship b/w orgn’s M & S and
unit’s M & S
There’ll be the lack of clarity of responsibility
& goals can’t be achieved.
2. Knowledge of the job in question
• Through job analysis
Job analysis
Job specification
• Systematic process of determining the knowledge,
skills & abilities(KSA) required for performing jobs in
an organization.
Job description
• Systematic investigation of the tasks , duties and
responsibilities necessary to do jobs .
Job Analysis: A Basic Human Resource Management Tool

Human Resource Planning


Tasks Responsibilities Duties Recruitment
Selection
Training and
Development
Job Descriptions
Performance Appraisal
Job Compensation and
Analysis Benefits
Job Specifications
Safety and Health
Employee and Labor
Relations
Legal Considerations
Knowledge Skills Abilities Job Analysis for Teams
2.Performance planning
• Performance planning discussion includes
 Results
 Behaviors
 Development plan
1.Results
• Out comes of an employee’s performance
• It is to be discussed that:
• Key accountabilities(areas) /Job descriptions
• Specific objectives(goals)
• Performance standards
It is a yardstick to check how well
achieved the objectives
2.Behaviors
• This discussion because mere results may give the
incomplete picture.

eg. Sales figure may be affected by the sales territoty

It includes:
• Competencies i.e KSAs
eg. Customer service
written/ oral communication
Creative thinking
convincing etc..
3. Development plan

• Identifying areas which need improvement &

• setting the goals to be achieved in each area.

• It includes both Results &Behaviors


3.Performance Execution
Responsibilities of employee
1.Commitment to goal achievement
2.Ongoing performance feedback & coaching
3.Communication with supervisor
4.Collecting & Sharing performance data
5.Preparing for performance reviews
Performance Execution
• 1.Commitment to goal achievement

• Employee must be committed to the goals


that were set.

• One way to enhance the commitment is to


allow employee to be active participant in goal
setting
Performance Execution
• 2.Ongoing performance feedback & coaching

• Employee should take proactive role in


seeking feedback

• Should not wait until a serious problem


develops for coaching
Performance Execution
• 3.Communication with supervisor

• Supervisors are busy

• The burden is on employees openly &


regularly
Performance Execution
4.Collecting & Sharing performance data

• Regular updates on progress


In terms of results & behaviors

5.Preparing for performance reviews


 He should not wait until the end of review cycle approaches

 Employee has to prepare for review by


ongoing & realistic Self appraisal

 It helps to take immediate corrective action


Performance Execution
Responsibilities of supervisor
1.Observation & documentation
2.Updates
3.Feedback & coaching
4.Resources
5.Reinforcement
Performance Execution
• 1.Observation & documentation(collection and
classification of information)

Supervisor must observe & document the


performance on daily basis

It is to keep track of examples of good & bad


performance
Performance Execution
2.Updates
Orgn’s goals may change,

It is impt to update & revise the


Initial objectives
Standards
Key accountabilities(results)
Competency areas(behaviors)
Performance Execution
3.Feedback & coaching
Feedback on progression towards goals

Coaching to improve performance

On regular basis & b4 review cycle


Performance Execution
4.Resources
He should provide enough resources &
opportunities for devlpmntl activts

Should encourage to participate in


Training
Classes
Special assignments etc..
Performance Execution
5.Reinforcement(strengthen or support )
He has to reinforce effective behavior & progress
toward goal

He has to give the remedy for negative


performance

Performance problem must b taken into care,


diagnosed & steps to b taken sooner
Performance Execution
Responsibilities of employees
1.Commitment to goal
Respnsblts of supervisors
achievement 1.Observation &
documentation
2.Ongoing performance
feedback & coaching
2.Updates
3.Communication with
supervisor
3.Feedback & coaching
4.Collecting & Sharing
performance data 4.Resources
5.Preparing for performance
reviews 5.Reinforcement
4.Performance Assessment
Self appraisal
 Both employee & supervisor take ownership
 Both fill the appraisal forms
Whether the
desired results have been achieved
desired behaviors have been displayed
Goals stated in the development plan have been achieved
 It increases the employee ownership & commitment
 It gives impt information to the performance review
5.Performance Review
 The meeting b/w managers & employees
 Appraisal meeting
 Often regarded as ‘Achilles’ = heel of the entire process
 It is the review of past
 Effective appraisal meeting focuses on present &
future also
present – changes in compensation that may result from
the results obtained
Future – dvlpmntl plans expected to achieve by next
review
Performance Renewal & Recontracting

• Similar to performance planning stage


• It uses information gathered during the review
to make adjustments as needed

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