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A Good Performance Management System

Performance management is the process of creating an environment where employees can perform to their best abilities. It involves setting employee expectations, providing feedback, and measuring performance. A good performance management system establishes business strategy and goals, facilitates management of employees, and measures both organizational and individual performance. It includes setting expectations, observing performance, providing feedback, and conducting annual performance reviews.

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Souban Ahmed
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30 views

A Good Performance Management System

Performance management is the process of creating an environment where employees can perform to their best abilities. It involves setting employee expectations, providing feedback, and measuring performance. A good performance management system establishes business strategy and goals, facilitates management of employees, and measures both organizational and individual performance. It includes setting expectations, observing performance, providing feedback, and conducting annual performance reviews.

Uploaded by

Souban Ahmed
Copyright
© Attribution Non-Commercial (BY-NC)
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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A GOOD PERFORMANCE

MANAGEMENT SYSTEM
GROUP B
• ARISH JOYO
• MALIK ASKAF
• FARAH FAROOQ
• SOUBAN AHMAD SHEIKH
• SYED MUHAMMAD MUJTABA
• MUHAMMAD USMAN KAMRAN
What is Performance Management?

“ Performance management is the process of creating a work


environment or setting in which people are enabled to perform
to the best of their abilities. Performance management is a
whole work system that begins when a job is defined as
needed. It ends when an employee leaves your organization. ”

2
Why measure performance …
• What you cannot measure you cannot improve.
• If you cannot improve you cannot grow.
• Measurement helps in objectively differentiating between
performers and non performers.
• Pay for performance is possible only through
metrics.

3
Performance Management System
• It is an organization - wide management program that
provides a structured approach to:
 Communicate business strategy
 Establish a shared understanding of what is to be achieved and
how it is to be achieved
 Facilitate management of self and others
 Measure and motivate performance
(organizational and individual)

4
PMS consists of …
• A process for communicating employee performance
expectations, maintaining ongoing performance
dialogue, and conducting annual performance appraisals;
• A procedure for addressing employee performance that
falls below expectations;
• A procedure for encouraging and facilitating employee
development;
• Training in managing performance and administering the
system; and
• A procedure for resolving performance pay disputes.
5
Performance Cycle

Setting
Expectations

Providing
Observing
actionable
behavior and
coaching and 6
measuring result
feedback
Components of PMS …

7
PMS particulars …
• Work Plan
• Work to be completed
• Performance Expected
• Measurement of Performance
• Corrective Action Plan
• Initiated if performance is below expectations
• Improved performance
• Individual Development Plan
• Skill development
• For job enrichment or rotation

8
PMS particulars …
• Performance Appraisal
• Employee’s performance expectations
• Actual vs. Expected
• Employee’s rating
• Performance Documentation
• Current performance level
• Supporting documents
• Fair Appraisal
• Unbiased
• Relative

9
Check List
 Define the purpose of the job, job duties, and responsibilities.

 Define performance goals with measurable outcomes.

 Define the priority of each job responsibility and goal.

 Define performance standards for key components of the job.

 Hold interim discussions and provide feedback about employee performance, preferably daily,
summarized and discussed, at least, quarterly. (Provide positive and constructive feedback.)

 Maintain a record of performance through critical incident reports. (Jot notes about contributions
or problems throughout the quarter, in an employee file.)

 Provide the opportunity for broader feedback. Use a 360 degree performance feedback system that
incorporates feedback from the employee's peers, customers, and people who may report to him.

 Develop and administer a coaching and improvement plan if the employee is not meeting 10
expectations.
Sources & References
• http://
humanresources.about.com/od/glossaryp/g/perform_mgmt.h
tm
• http://www.hrmguide.com/performance/key-practices.htm
• http://www.hrmguide.co.uk/hrm/chap10/ch10-links4.htm
• http://
humanresources.about.com/od/performancemanagement/a/
perfmgmt.htm

11
THANK YOU! 12

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