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Performance Management Process

The document summarizes the key steps in a performance management process: 1. Performance planning involves setting objectives, standards, and development plans through understanding an employee's job and how it contributes to organizational goals. 2. Performance execution consists of employees working to achieve goals and managers providing feedback and support. 3. Performance assessment incorporates self, manager, and other evaluations to rate goal achievement and behaviors. 4. Performance reviews discuss past performance, present compensation, and future objectives and development. 5. Performance renewal continues the cycle through renewed planning. The process aims to link employee performance to organizational strategy through ongoing communication and development.

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Zoha Ali
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52 views

Performance Management Process

The document summarizes the key steps in a performance management process: 1. Performance planning involves setting objectives, standards, and development plans through understanding an employee's job and how it contributes to organizational goals. 2. Performance execution consists of employees working to achieve goals and managers providing feedback and support. 3. Performance assessment incorporates self, manager, and other evaluations to rate goal achievement and behaviors. 4. Performance reviews discuss past performance, present compensation, and future objectives and development. 5. Performance renewal continues the cycle through renewed planning. The process aims to link employee performance to organizational strategy through ongoing communication and development.

Uploaded by

Zoha Ali
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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‫س ِم هَّللا ِ ال َّر ْح َم ِن ال َّر ِحيم‬

ْ ِ‫ب‬

Government College University


Faisalabad
Presentation Task
Represented By:

Sajid Ali (CR)


19001
Khair Ullah
19181
Performance
Management Process
Overview
• Prerequisites
• Performance Planning
• Performance Execution
• Performance Assessment
• Performance Review
• Performance Renewal and Recontracting
Prerequisites
• Knowledge of the organization’s
mission and strategic goals
• Knowledge of the job in question
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
Mission and Goals
Cascade effect throughout organization

Organization -----Unit ------Employee


Knowledge of the job
Job analysis of key components
• Activities
• Tasks
• Products
• Services
• Processes
Knowledge of the job (continued)
KSAs required to do the job
• Knowledge
• Skills
• Abilities
Job Analysis
Use a variety of tools
• Interviews
• Observation
• Questionnaires 
Job Description
• Job duties
• KSAs
• Working conditions
Job analysis follow-up 
All incumbents should
• review information and
• provide feedback:
• Task
• Frequency
• Criticality
Performance Planning:
Results
• Key accountabilities
(check & balance)
• Specific objectives
(short v\s long)
• Performance standards
Key Accountabilities
Broad areas of a job for which the employee is responsible for producing
results
Specific Objectives 
Statements of resulted outcomes
• Important
• Measurable
Performance Standards
“Yardstick” to evaluate how well employees have achieved each objective

Information on acceptable and unacceptable performance, such as


• quality
• quantity
• cost
• time
Performance Planning:
Behaviors

• How a job is done !


Performance Planning:
Competencies
• Measurable clusters of KSAs
• Critical in determining how results will be achieved
Performance Planning:
Development Plan 
• Areas for improvement
• Goals to be achieved in each area of improvement
Performance Execution:
Employee Responsibilities
• Commitment to goal achievement
• Ongoing requests for feedback and coaching
• Communication with supervisor
• Collecting and sharing performance data
• Preparing for performance reviews
Performance Execution:
Manager Responsibilities
• Observation and documentation
• Updates
• Feedback
• Resources
• Reinforcement
Performance Assessment
• Manager assessment
• Self-assessment
• Other sources (e.g., peers, customers, etc.)
Multiple Assessments Are Necessary
• Increase employee ownership
• Increase commitment
• Provide information
• Ensure mutual understanding
Performance Review
Overview of Appraisal Meeting
• Past
Behaviors and results
• Present
Compensation to be received
• Future
New goals and development plans
Six Steps for Conducting Productive
Performance Reviews
• Identify what the employee has done well and poorly
• Solicit feedback
• Discuss the implications of changing behaviors
• Explain how skills used in past achievements can help overcome any
performance problems
• Agree on an action plan
• Set a follow-up meeting and agree on behaviors, actions, attitudes to be
evaluated
Performance Renewal and Recontracting

• Same as/different from Performance Planning


• Uses insights and information from previous phases
• Cycle begins again
Performance Management Process
Summary: Key Points
• Ongoing process
• Each component is important
• If one is implemented poorly, whole system suffers
• Links between components must be clear
Thank You
If you have any Question,
You can ask willingly !!!

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