PMS GOODONE 2

8/3/2019 PMS GOODONE 2

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PerformanceManagement System in

Organizations


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Performance Management is about

architecting, implementing and evaluating

change to achieve organizational success.

Defining Strategy

Implementing StrategyEvaluating Strategy!


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THE OBJECTIVE

To provide a fresh perspective to the

appraisal system

Emphasize the need to use PMS as aManagement tool for Organizational

Development

To provide useful information on ourPerformance Management System.


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APPRAISAL SYSTEM Self Appraisal

Initial discussion between the appraiser and

the reviewer.

Discussion between the appraiser and

appraisee and rating to be given with due

consideration to the Attributes.

Assessment of employees performance byreviewing authority.

Final comments on the appraisal by the

appraising authority.


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Definition

Performance Appraisal is a formal procedure usedto evaluate an individual his/her contributions

and potential.


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Stage 1Achieving clarity about job to be done

Between yourself and your supervisor understand :

1) The job objective

2) Key Result Areas

Key Result Areas (KRAs) are the vital elements of the job

KRAs focus on results rather than activities

They contribute to achieve an organisations strategic goals

They are defined in terms of output, not input

Results are not the things you do they are the intended consequencesof the things you do

Job objective : WHY the job is done?


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WHAT has to be done; also, HOW is it to be done

Stage 2Goal setting

Goal setting is a joint exercise carried out between your supervisorand yourself.

Goals should be :1) Specific and measurable

2) Achievable

3) Challenging & stretching

4) Jointly agreed


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Performance should be reviewed jointly, on a periodic basis, byyour supervisor and yourself

Appraisee to prepare an outline view of his/her performance inadvance of each review discussion

Immediate feedback should be provided so that the desiredchange can be effected. This should be irrespective of thereview period dates

Stage 3Reviewing performance on the job


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Stage 4Preparing for Performance Discussion

Discussions concerning salary should take place later. Although they obviously will have reference toperformance, the two discussions should be as separate in time as possible.

Are the set KRAs and goals stillrelevant?

Have the goals set been achieved?

If not, were the reasons within the

individuals control?

What specific behaviour hindered

or facilitated attainment of goals?

1) Assessing Individual performance

2) Plan the structure3) Structure

4) Structure end

It will be helpful to prepare an

overall plan of time will be used

during the discussion; this permits

you to emphasize one issue over

another

You should also plan for the specific

ways in which you will involve the

appraisee

Begin by establishing a rapport

Give an overview of the

process for this discussion

Request appraisees view of

his/her own overall

performance

Overall summary

Request for feedback to

appraiser on ways he/she

may be helping/hindering

performance

Thanks


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Stage 5Conducting the performance discussion

The major requirement during this discussion is for the appraisee to focus onperformance and how it can be improved

It is critical the appraiser gives it the attention it deserves Failure to treat this meeting with respect will deliver the clear message that the

system itself is held in contempt, by you or even the whole organisation

Arrange a suitable time during which there will be no interruptions

Give advance notice of the meeting to enable the appraisee to prepare

Cover for phone calls and ensure no interruptions around

Choose a location that will not require either party to sit behind a desk

Well-honed listening skills are critical to appraisal discussions. Without them, theappraisee will have the clear impression that the appraiser is not interested in his/herviews; such a conclusion will limit the benefit of a performance review

During the discussion, due attention should be given in finding agreed ways in whichthe employee can be further developed. This will benefit both, the individual and the

organisation

All commitments given by appraisers during the course of appraisal, should behonoured in full to do away with the negative feedbacks for the organisation

Ensure KRAs are defined so that goals for the coming year can be set


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KEY PERFORMANCE AREAS

WHAT IS KPA :

KPA of each organizational member includes the specificbusiness responsibilities that have an ultimate impact on the

success or failure of the enterprise as whole.

In other words, KPAs describe the reason why the job exists-they are label and not long statements of outcome that areexpected.

KPA consists of all the prime responsibilities of an individualmember.


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APPRAISAL MEETING

A) STEPS IN SETTING UP THE MEETING.

State purpose of the meeting Clearly.

Communication should be clear and not

ambiguous. Date, time and place to be decided in advance.

Sufficient time should be kept between two

appraisal meetings.


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APPRAISAL MEETING

B) PREPARATION FOR THE MEETING

Collection of the facts and necessary

data.

Plan the points to be discussed.

Be prepared with inputs for a

constructive appraisal meeting.


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LOCATION OF THE MEETING

WHERE

It should preferably beat a neutral place with

no physical barriers

like the conference

room.

WHERE NOT

At the Managersdesk.

At the Appraisees

desk.


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APPRAISING THE POOR PERFORMANCE

A DEADLOCK

Grossly avoided because

1. Makes the manager unpopular.

1. May de-motivate the appraisees.


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APPRAISING POOR PERFORMANCE

MADE EASY

1. Be clear in thoughts and actions : Appraise the

Performance not the performer.

2. Describe clearly the expected level of performance.3. Ask the Appraisees opinion about the expected

performance and the actual.

4. Reach a consensus in identifying gap between the actual

performance and the expected level.5. Reach a agreement on improving the performance.

6. Followup : A Systematic follow up is required to

ensure whether the agreed points are being met.

7. Taking timely review of the performance is crucial.


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THANK YOU

PMS GOODONE 2

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Transcript of PMS GOODONE 2