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Performance Management Systems - Group 2

Performance management systems are structured processes that involve employees in enhancing organizational effectiveness through planning, monitoring, and reviewing performance. Key components include setting performance expectations, ongoing feedback, and performance reviews to evaluate strengths and areas for improvement. Modern approaches emphasize real-time feedback and development-focused strategies to increase employee engagement and productivity.

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Aileen Achaval
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8 views11 pages

Performance Management Systems - Group 2

Performance management systems are structured processes that involve employees in enhancing organizational effectiveness through planning, monitoring, and reviewing performance. Key components include setting performance expectations, ongoing feedback, and performance reviews to evaluate strengths and areas for improvement. Modern approaches emphasize real-time feedback and development-focused strategies to increase employee engagement and productivity.

Uploaded by

Aileen Achaval
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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CHAPTER 6

PERFORMANCE
MANAGEMENT
SYSTEMS
PRESENTED BY: AREVALO & BONGAO
PERFORMANCE
MANAGEMENT
is the systematic process by which an
organization involves its employees, as
individuals and members of a group, in
improving organizational effectiveness in the
accomplishment of the organization’s mission
and goals
PERFORMANCE
MANAGEMENT
SYSTEMS
is the defined set of procedures -
planning, monitoring and reviewing
performance - that in sequence
constitute an organization’s formal
approach to performance
management.
PERFORMANCE AND
DEVELOPMENT PLANNING
is the process of setting performance expectations and goals for
groups and individuals to channel their efforts toward achieving
organizational objectives. It also includes the measures that will be
used to determine whether expectations and goals are being met.
is the process of consistently
measuring performance and providing
MONITORING ongoing feedback to employees and
work groups on their progress toward
PERFORMANCE reaching their goals. Ongoing
monitoring provides the opportunity to
check how employees are doing and to
identify and resolve any problems
early.
REVIEWING
PERFORMANCE
is the process of evaluating an
employee's work to provide feedback
on strengths and areas for
improvement. It usually happens
through performance reviews, where
managers and employees discuss
accomplishments, challenges, and
future goals.
Why review the Performance Management
Systems?

Employees understand their goals.


Feedback is fair and helpful.
The system helps employees grow.
Performance is measured correctly.

REVIEWING Everyone is satisfied with the process.

PERFORMANCE What to check?

Goal-setting
Feedback and evaluations
Employee development
Fairness and transparency
Technology and data
Employee and Manager Satisfaction
PERFORMANCE BALANCED Aligns business activities with strategic
goals by measuring financial, customer,

MANAGEMENT
SCORECARD internal process, and learning perspectives.

MODELS
360-DEGREE Employees receive feedback from peers,
managers, and subordinates to get a well-
FEEDBACK rounded view of their performance.
Performance management models
help organizations track and
improve employee performance.
Here are three commonly used
MANAGEMENT Employees and managers collaboratively
models: set specific goals to enhance productivity.
BY OBJECTIVES
KEY ISSUES:

THE REALITY OF OUTDATED


METHODS
Annual performance reviews are being
replaced by frequent check-ins and

PERFORMANCE
continuous feedback.

MANAGEMENT LACK OF
SYSTEMS EMPLOYEE
MOTIVATION
Studies show that only 1 in 5 employees
feel motivated by their company’s
performance management system.

While performance management aims


to improve efficiency, many employees
find traditional appraisal systems HIDDEN Some companies eliminated ratings but still
keep internal performance scores, creating
demotivating and ineffective. RANKINGS a lack of transparency.​
THE REALITY OF
PERFORMANCE
MANAGEMENT
SYSTEMS
MODERN APPROACH: Companies are
shifting to real-time feedback, goal-
setting, and development-focused
performance management to keep
employees engaged and productive.
Thank you for
your attention!

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