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Group 6 Performance Management Presentation

1) The document discusses performance management, including defining it as a continuous process of identifying, measuring, and developing individual and team performance to align with organizational goals. 2) It outlines key aspects of designing an effective performance management system such as strategic alignment, clarity of goals and objectives, continuous feedback, data collection and analysis, and connecting performance to rewards. 3) The presentation emphasizes implementing performance management effectively through ongoing evaluation and feedback, continuous improvement, performance analytics, and equipping leaders to manage employee performance.

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markkimeracho
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105 views12 pages

Group 6 Performance Management Presentation

1) The document discusses performance management, including defining it as a continuous process of identifying, measuring, and developing individual and team performance to align with organizational goals. 2) It outlines key aspects of designing an effective performance management system such as strategic alignment, clarity of goals and objectives, continuous feedback, data collection and analysis, and connecting performance to rewards. 3) The presentation emphasizes implementing performance management effectively through ongoing evaluation and feedback, continuous improvement, performance analytics, and equipping leaders to manage employee performance.

Uploaded by

markkimeracho
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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PERFORMANCE

MANAGEMENT
Strategic Human Resource
Management and
Development
Group 6
Eracho, Mark Kunz, Mejia, Lea Palmones,
Kim Kelvin Marie A. Henry B.
IT Manager Manager Healthcare Program
Worker Coordinator
OUTLINE OF
PRESENTATION
01 Introduce Performance Management

Designing an effective performance performance management


02
system

03 Implementing performance management effectively

04 Connecting Performance Management with Rewards and


the Law
WHAT IS PERFORMANCE
MANAGEMENT?
“Performance management is a continuous process of identifying, measuring, and
developing the performance of individuals and teams and aligning their
performance with the organization's strategic goals.”

» Continuous process: It involves a never-ending cycle of setting goals and


objectives, observing performance, and giving and receiving ongoing coaching and
feedback.

» Alignment with strategic goals: Performance management requires that


managers link employees’ activities and outputs with the organization’s goals.

INTRODUCING PERFORMANCE MANAGEMENT


DISTINGUISHING PERFORMANCE
MANAGEMENT FROM PERFORMANCE
APPRAISAL
Performance management refers to a comprehensive and ongoing process of
identifying, measuring, and developing the performance of individuals and teams,
aligning performance with the organization's strategic goals. It includes continuous
feedback, coaching, and goal setting.

On the other hand, performance appraisal is a more limited process focusing on


measuring and describing an employee’s strengths and weaknesses. It typically
involves a formal evaluation at specific intervals, such as once a year.

INTRODUCING PERFORMANCE MANAGEMENT


UNDERSTAND THE PURPOSE AND BENEFITS
OF PERFORMANCE MANAGEMENT

Performance management aims to continuously identify, measure, and develop the


performance of individuals and teams, aligning their performance with the
organization's strategic goals.

The benefits of performance management include improved self-insights and


development, self-esteem, motivation, understanding of job requirements, employee
engagement, workforce planning, compensation decisions, and facilitating
organizational change.

Additionally, performance management systems help organizations translate


business strategy into business results and can positively impact financial
performance and customer satisfaction.

INTRODUCING PERFORMANCE MANAGEMENT


DEFINE AND MEASURE EMPLOYEE
PERFORMANCE

Defining and measuring employee performance involves assessing an employee's


behaviors and results in the context of their job responsibilities.

Organizations can use a variety of approaches to measure employee performance,


including observing and documenting performance, defining performance within the
organization, and collecting and using performance data.

These measures can include evaluating task performance, contextual performance,


counterproductive performance, and adaptive performance, all of which contribute
to understanding and assessing employee performance effectively.

INTRODUCING PERFORMANCE MANAGEMENT


DESIGNING AN EFFECTIVE PERFORMANCE
PERFORMANCE MANAGEMENT SYSTEM
Strategic
Coaching
Alignment

Clarity of Goals Data Collection


and Objectives & Analysis

Continuous Rewards &


Feedback Recognition
Implementing performance
management effectively

Strategic Alignment Customization


Ensure that the performance management system is aligned with the Customize the performance management system to tailor to local
organization's strategic goals and objectives contexts and cultural norms, such as feedback delivery methods

Ongoing Evaluation and Feedback Rewards and Recognition


Transition from performance appraisal to performance management, Align team performance management with team rewards to encourage
emphasizing ongoing and developmental feedback rather than once-a- cooperative engagement and prioritize mutual success over individual
year evaluation competition

Continuous Improvement Employee Engagement


Foster a continuous process of identifying, measuring, and developing Foster employee engagement through ongoing communication,
the performance of individuals and teams, linking them to organizational coaching, and recognition
goals

Performance Analytics Role of Leadership


Equip managers with the knowledge and skills to manage the
Utilize performance analytics to make better decisions based on
performance of their employees effectively
accurate and fair performance data
Connecting Performance
Management with Rewards Aligning Rewards
and the Law
01 with Performance

To effectively connect
performance management
with rewards and ensure
compliance with the law, Compliance with
organizations must consider Regulations
02
several key factors:

Appropriate
03 Administrative
Actions

Facilitating
Organizational 04
Change

Employee Morale
05 and Engagement
CONCLUSION
An effective performance management system
encompasses successfully aligning organizational
strategy with individual and team performance,
fostering employee engagement, facilitating
ongoing development and feedback, and ensuring
the fair and credible distribution of rewards.

In addition, there is a need to emphasize


contextually congruent, practical, and meaningful
performance management systems that adhere
to high ethical standards and strive for continuous
improvement and fairness.
THANK YOU
FOR YOUR ATTENTION

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