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Lecture 2

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7 views

Lecture 2

Uploaded by

pritpaulsingh01
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Talent Management and

Leadership
Lecture Week 8

1
In today’s session…

• Performance Management defined


• Purpose, Objectives and benefits of Performance Management
• Performance Management Structure and Process
• Objective setting

2
You, HR & Managing Performance

“ Effective management is the key to getting the


best from your team and ultimately meeting
business objectives. Both effective and ineffective
performance should be managed to ensure desired
results are achieved.”
Difference between “managing performance”
and “performance management”

• Managing performance is you (the manager) ensuring


that your team are able to deliver performance targets.

• “Performance Management” is often used when


employees are not performing as they are meant to and
they are being closely observed and managed, often as
part of a disciplinary process
Difference between “managing performance”
and “performance management”

• Managing Performance
• A range of activities designed
to motivate and encourage
employees to work towards
objectives that are in line with
organizational goals • Performance Management
• Pro-active processes • Looks at individual employee
performance and includes
activities such as development,
absence management control,
disciplinaries, progression
• Re-active responses
Managing Performance

A term used to describe the systems and processes used


to get the best from people at work and drive profitability up
through the targeted effort people make

‘Getting the best from people’ means making sure they are
doing

• What the company needs


• In the right way
• At the right time
Performance Management Areas

• Performance appraisal
• One to ones – reviews
• Promotion opportunities
• Personal Development opportunities
• Objective setting
• Managing under-performance
• Motivational theory
Objective Setting
• Setting objectives helps a company to progress
and plan for the future.
• Objective setting is the planning and research
management does in order to increase
employee skills and assess and improve
performance.
• Understanding objective setting can help
improve a company's capability, from the
individual to the departmental level.
Cont
• Objective setting is when an organization plans
goals and how to meet them on a realistic
timescale.
• Objectives help define what each department's
and employee's responsibilities are within the
organization.
• Setting objectives is part of establishing
expectations for employees and managing them,
which is also called the performance
management process.
Types Objectives
• Every role has an objective, which is usually part
of the role's job description.
• Example, a server's role and role objective are
to serve customers in order to ensure customer
satisfaction.
• Role objectives state what you need to do and
why it's important.
• Performance standards, such as speed and
accuracy, help evaluate role objectives
Target Objectives

• Target objectives are measurable results from an


employee.
• This could measure output, income, service, cost
reduction or other targets.
• For example, you could measure a target objective for a
jeweller by measuring their sales amount per day.
Task objectives
• Task objectives are objectives completed by
finishing tasks or major projects before a
specified date.
• Example, a project's deadline can be an entire
department's task objective.
Behavioural goals

• Managers often set behavioural goals for an entire


department, but you can also set them for an individual.
• Some behavioural expectations involve the use of
language, dress, actions and speech representative of the
company and team.
Performance goals
• Performance goals are objectives of improved
performance and help define what can help
achieve better results.
• Sometimes, performance goals result in
performance improvement plans that specify
what actions both employees and management
need to take.
Learning goals
• Learning goals help specify areas where
employees and managers can develop, whether
that be through workplace skills or knowledge.
• HR Management could arrange this through
specialized training sessions or courses.
• Remember departments must align their
objectives with the overall company strategy.
Activity –
Purpose and Benefits of performance management?

In small groups, identify and list the purpose


and the benefits of performance
management to different stakeholders.
Present to class

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