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Process of Performance Management

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Ahmer Khan
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7 views13 pages

Process of Performance Management

Uploaded by

Ahmer Khan
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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THE PROCESS OF

PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT
AS A PROCESS
 Natural process of Management consist of these basic activities.

 Plan : decide what to do and how to do it.

 Act: carry out the work needed to implement the plan.

 Monitor: carry out continuous checks on what is being done and measures
outcomes in order to assess progress in implementing the plan.

 Review: consider what has been achieved and, in the light of this establish what
more needs to be done and any corrective action required if performance is not in
line with the plan.
PERFORMANCE MANAGEMENT CYCLE

PLAN

REVIEW ACT

MONITOR
PERFORMANCE MANAGEMENT SEQUENCE

•Plan •Act

Performance Performance
Review Agreement

Personal
Performance Development
Plan

•Review • Monitor
HOW PERFORMANCE MANAGEMENT WORKS
Role Definition
Performance & Performance
Competence Development Agreement Standards
Requirements
Performance &
Development plan

Action
Competence
Performance
Evidence
Measures
Continuous monitoring
& feedback
Non Financial Formal Financial
Rating
Rewards Review reward
PERFORMANCE MANAGEMENT ACTIVITIES
Role Definition
In which the key result areas and competence requirements are
agreed

The Performance Agreement


Which defines expectations-what individuals have to achieve
in the form of objectives, how performance will be measured
and the competence needed to deliver the required results

The Performance Improvement Plan


Which spells out what individuals should do to improve their
performance when this is necessary.
PERFORMANCE MANAGEMENT ACTIVITIES
The Personal Development Plan
Which sets out the actions people should take to develop their knowledge and skills
and increase their levels of competence.

Managing Performance Throughout the year


When action is taken to implement the performance agreement and performance
improvement and personal development plans as individuals carry on what their day
to day work and their planned learning activities.

Performance Review
Which is formal evaluation stage when a review of performance over a period
takes place covering achievements, progress and problems as the basis for the next
part of the continuous cycle- a revised performance agreement and performance
improvement and performance development plans. It can also lead to performance
ratings.
PERFORMANCE MANAGEMENT IN ACTION
 It should be treated as a mechanistic system based on periodical
formal appraisals and detailed documentation.

Declaration of Intent, which states

 why Performance Management is important and how people will be


affected by it.
 It should have the visible and continuous support of top
management.
 Must emphasize that the aim is to develop a high performance
culture and integrate organizational and individual goals.
PERFORMANCE MATRIX
 It is used for management appraisals to illustrate their performance
against peers. It is not appraisal rating – the purpose of the matrix is
to help individuals focus on what they do well and also any areas for
improvement.
 Two Dimensions – Business Performance &
– Behavior (Management style)
High

Management
Style Performance Matrix

Low
Low High
Business Performance
MODELS OF
PERFORMANCE MANAGEMENT

Personal Development
Performance Planning Plan

Development
Balanced Scorecard Manager Framework
as Coach

Individual Personal Development


performance Plan Plan

Individual performance

Performance Management in a building Society


MODELS OF
PERFORMANCE MANAGEMENT
Stage 1
Business Plans

Stage2
Performance Planning Plan
Evaluate

Performance Performance
Improvement Development

Do

Performance Management in a pharmaceutical company


MODELS OF
PERFORMANCE MANAGEMENT
Job Description
Local (updated) Corporate plan
evidence
Local Department
evidence Objectives
Individual
Standards
Objectives

Attributes

Personal Rating
Development
Assessment
- pay

Check by countersigning officer

Performance Management in a non profit organization


THANK YOU

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