Presentation on PMS

7/31/2019 Presentation on PMS

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Performance Management System


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Introduction

What is performance management?

What is performance appraisal?

PM: A strategic and integrated process that delivers

sustained success to organizations by

Improving the performance of the employees, and

Developing the capabilities of individual contributors

and teams


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Performance Management vs.

Performance Appraisal

PM: the continuous process of identifying, measuring,

and developing the performance of individuals andteams and aligning their performance with the

organizations goals.

PA: refers to the evaluating an employees current

and/or past performance relative to his or her

performance standard.


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Performance Appraisal vs.

Performance Management

PM is continuous, daily or weekly interaction andfeedback, whereas PA is once or twice a year.

PM is always goal oriented; Performance reviewsinvolved comparing performance against goals whichstem from companys strategic goals.

Performance Management means continuouslyrevaluating and modifying how the employee and teamget their work done.


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Steps in Performance Management

system

Performance

Planning andTargetSetting

PerformanceMonitoring

andCoaching

PerformanceReview andEvaluation

PerformanceRewards andDevelopment


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Performance Planning and Target

Setting

Joint decision on the target setting andperformance benchmarking

Supervisors - ensure that the targets are inalignment with the overall strategic objectives

Appraisee: express their clarity with the target and

what is expected from them. Preparing a plan or list of all performance

requirements and benchmarking

Revising and reviewing the list of performancetar ets.


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Performance Monitoring and

Coaching

Supervisors monitor the progress and the

quality of the work output Use appropriate supervisory techniques to

support employee efforts on achieving strategicgoals.

Recognize, encourage and reinforce goodperformance.

Identify training and development needs.


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Performance Review and

Evaluation

Review the subordinates progress in meeting

his or her targets Provide additional coaching and feedback.

Identify unachieved targets

Provide subordinates with required assistancein problem areas.

Follow up on development and training needs

Review whether adjustments to the agreed

objectives/goals are required.


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Performance Review and

Evaluation.

Record critical incidences that manifest theemployees performance or critical strengths or

weaknesses.

Record the performance ratings after thorough reviewof the performance related documents, performancetargets, work accomplishments and critical

performance incidences.

(Final performance is usually evaluated only atthe end of the year)


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Performance Rewards and

Development

Performance Rewards

- Financial Reward : Bonus,Performance BasedVariable Pay (PBVA)

- Non financial Reward: Promotion, transfer, demotion.

Training and development

Managing Poor Performance Special Watch Program


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Why PM

Total Quality Management

Appraisal issues Strategic Planning

Presentation on PMS

Documents

Transcript of Presentation on PMS