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Performance Management

Performance management is a continuous process where managers and employees work together to plan, monitor, and review work objectives and contributions. It involves setting objectives, assessing progress through feedback and coaching to ensure employees are meeting goals. It aims to boost performance through motivation and rewards, identify barriers, and inform decisions around strategic planning, promotions, and performance-based compensation. Key principles include transparency, employee development, fair treatment, and creating a supportive work environment. Performance management applies to all levels of an organization and aims to improve individual, team, and overall organizational effectiveness.

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82 views11 pages

Performance Management

Performance management is a continuous process where managers and employees work together to plan, monitor, and review work objectives and contributions. It involves setting objectives, assessing progress through feedback and coaching to ensure employees are meeting goals. It aims to boost performance through motivation and rewards, identify barriers, and inform decisions around strategic planning, promotions, and performance-based compensation. Key principles include transparency, employee development, fair treatment, and creating a supportive work environment. Performance management applies to all levels of an organization and aims to improve individual, team, and overall organizational effectiveness.

Uploaded by

niveditha krishna
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 PPTX, PDF, TXT or read online on Scribd
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Performance Management

BY
M.Sagar Reddy
2121BM010122
MBA(B-Section)
Performance management

Performance management is a continuous process by which managers and employees


work together to plan, monitor and review an employee’s work objectives and overall
contribution to the organization.

or

Performance management is the continuous process of setting objectives, assessing


progress and providing on-going coaching and feedback to ensure that employees are
meeting their objectives and career goals.
Characteristics of an performance
management systems
• Strategic congruence • Acceptability and fairness
• Thoroughness • Inclusiveness
• Practicality • Openness
• Meaningfulness • Correct ability
• Specificity • Standardization
• Identification of effective and ineffective • Ethicality
performance
• Reliability
• Validity
Objectives
• To enable the employees towards achievement of superior standards of work
performance.

• To help the employees in identifying the knowledge and skills required for performing the
job efficiently as this would drive their focus towards performing the right task in the
right way.

• Boosting the performance of the employees by motivation and implementation of an


effective reward mechanism.

• Identifying the barriers to effective performance and resolving those barriers through
constant monitoring, coaching and development interventions.
• Creating a basis for several administrative decisions strategic planning, succession
planning, promotions and performance based payment.

• Promoting personal growth and advancement in the career of the employees by helping
them in acquiring the desired knowledge and skills.

• Motivation

• Development

• Boosting the performance

• Determining promotions

• Identify poor performers


Importance of Performance Management

1.The clarification of job responsibility.

2.Self-insight and development are enhanced

3.Personnel actions are more fair and appropriate

4.Managers gain insight about subordinates

5.Motivation to performs is increased

6.Increased self-confidence

7.Managers obtain a better opinion about employee


Principles of Performance Management
• Quality and effectiveness of  Performance management is a reality in organizations only when
certain basic and fundamental tenets/ principles or practices of management are followed. These
include:

• Transparency — decisions relating to performance improvement and measurement such as


planning, work allocation, guidance and counseling and monitoring, performance review etc.,
should be effectively communicated to the managers and other members in the organization.

• Employee development and empowerment — effective participation of employees/ managers


(individuals and teams) in the decision — making process and treating them as partners in the
enterprise. Recognizing employees/ managers of their merit, talent and capabilities, rewarding
and giving more authority and responsibility etc., come under the umbrella this principle.
• Values — a fair treatment and ensuring due satisfaction to the stakeholders of the
organization, empathy and trust and treating people as human beings rather than as mere
employees form the basic foundation, apart from others.

• Congenial work environment — the management need to create a conducive and


congenial work culture and climate that would help people to share their experience
knowledge and information to fulfill the managers aspirations and achieve organizational
goals.

• External environment — effective and contextual management of external environment to


overcome the obstacles and impediments in the way of effective managerial performance.
Scope of Performance Management
• The Performance management should conform to broad organizational framework. It
should provide for managers and managers shared experiences, knowledge and vision. It
encompasses all formal and informal measures and procedures adopted by organizations to
increase corporate, team and individual effectiveness. Managers/ employees should be
enabled continuously to develop knowledge, skill and capabilities. Performance
management has got to be understood in totality of the organization but not in various
parts. Performance management is designed and operated to ensure the interrelationship of
each of these processes in the organization.
Advantages

• Remunerations or bonus for successful employees

• The lazy and insincere workers are identified and removed

• Company has documented performance history of the employees

• Enhance the performance of both the individual and the organization

• Helps in successful career planning


Thank You…

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