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Yanbu University College: Compensation & Performance Management HRM - 322

The document discusses the performance management process and its key components including prerequisites, performance planning, execution, assessment, review, and renewal. It explains each component in detail covering topics like setting objectives and standards, providing feedback, assessing and reviewing performance, and setting new goals.

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saherhcc4686
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© © All Rights Reserved
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51 views

Yanbu University College: Compensation & Performance Management HRM - 322

The document discusses the performance management process and its key components including prerequisites, performance planning, execution, assessment, review, and renewal. It explains each component in detail covering topics like setting objectives and standards, providing feedback, assessing and reviewing performance, and setting new goals.

Uploaded by

saherhcc4686
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 19

YANBU UNIVERSITY COLLEGE

Women’s Campus

Compensation & Performance Management


HRM - 322

Module 1(b): Performance Management Process


Course Facilitator: Shuana Zafar Nasir

© Yanbu University College


Module Overview
 Prerequisites
 Performance Planning
 Performance Execution
 Performance Assessment
 Performance Review
 Performance Renewal and Re-contracting

© Yanbu University College


Performance management Process - An overview

• Performance management is an ongoing process


• Performance management does not take place just once
in a year.
• Performance management is a continuous process that
includes several components.
• These components are closely related to each other, and
the poor implementation of any of them has a negative
impact on the performance management system as a
whole

© Yanbu University College Slide 3


1) Prerequisites

A. Knowledge of the organization’s


mission and strategic goals
B. Knowledge of the job in question

© Yanbu University College


A. Knowledge of mission and strategic goals

• Strategic planning
– Purpose or reason for organization’s
existence
– Where organization is going
– Organizational goals
– Strategies for attaining goals

© Yanbu University College


B. Knowledge of the job

• Job analysis of key components


– Activities/Tasks
– Products/Services
– Processes
• KSAs required to do the job
– Knowledge
– Skills
– Abilities

© Yanbu University College


Job Analysis

- Job Description
• Job duties, job activities that a person is
required to perform at the workplace.

- Job Specification
• Skill, expertise, experience required to
perform the job at the workplace.

© Yanbu University College


2. Performance Planning

Employees should have a thorough knowledge


of the performance management system.
Performance planning includes consideration
of;
Results
Behaviors
Development plans

© Yanbu University College


2.1. Performance Planning - Results;

- Result refers to the outcomes an employee


must produce.
- Results include;
Key Accountabilities: Broad areas of a job for
which the employee is responsible.
Specific Objectives: the statement of outcomes
Performance Standards: A yardstick to evaluate
how well employee have achieved each objective.

© Yanbu University College


2.2. Performance Planning – Behaviors;

 How a job is done


 Behaviors discuss or talk about
competencies
 Example of competencies are written or oral
communication, creative thinking etc…

© Yanbu University College


2.3. Performance Planning - Development Plan;

What are the areas for improvement


Goals to be achieved in each area of
improvement

© Yanbu University College


3. Performance Execution – Employee Responsibilities

 Commitment to goal achievement


 Ongoing requests for feedback and coaching
 Communication with supervisor
 Collecting and sharing performance data (employee
should provide regular updates on progress)
 Preparing for performance reviews ( employee
should engage in an ongoing review so that
immediate corrective action can be taken if
necessary)

© Yanbu University College


Performance Execution - Manager Responsibilities

• Observation and documentation


• Updates (as organization’s goal may change, it is important
to update and revise initial objectives and standards)
• Feedback (regular feedback should be provided)
• Resources (supervisors must provide employees with
resources and opportunities to participate in developmental
activities)
• Reinforcement (Supervisors must let employees know that
their outstanding performance is noticed by reinforcing
effective behaviors)

© Yanbu University College


4. Performance Assessment

• In this phase, both the employee and the manager are


responsible for evaluating the extent to which the desired
behaviors have been displayed, and whether the result
have been achieved

• Multiple assessment are necessary

© Yanbu University College


5. Performance Review

This stage involves the meeting between the employee


and manager to review their assessments (called
appraisal meeting or discussion)
• Past
– Behaviors and results
• Present
– Compensation to be received
• Future
– New goals and development plans

© Yanbu University College


Six Steps for Conducting Productive Performance Reviews
1. Identify what the employee has done well and
poorly by citing positive & negative behaviors.
2. Ask feedback from employee about these
behaviors. Listen for reactions and explanations.
3. Discuss the implications of changing, or not
changing, the behaviors
4. Explain how skills used in past achievements can
help overcome any performance problems
5. Agree on an action plan
6. Set a follow-up meeting

© Yanbu University College


6. Performance Renewal and Re-contracting

• This component is identical/ similar to the performance


planning stage.
• This component uses information gathered during the
review period to make adjustments as needed.
• For example; some new competencies may be included.

© Yanbu University College


Performance Management Process – Summary of Key Points

 Ongoing process

 Each component is important


If one is implemented poorly, whole system suffers

© Yanbu University College


THE END
Q&A

© Yanbu University College Slide 19

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