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Performance Management Lecture-1 07.08.

2013
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Performance Management

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Unit I 1. Foundations of Performance Management: 1. Concept and Philosophy underlying Performance Management Significance, Objectives, Pre-Requisites, and Characteristics of Effective Performance Management; 2. Performance Management versus Performance Appraisal; 3. Performance Management and Strategic Planning, Performance Management Process-Conceptual Model, Overview of Strategies for Performance Management
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Definition
Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner
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The process of motivating employees through setting goals, measuring progress, giving feedback, coaching for improved performance, and rewarding achievements.
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Performance Management Philosophy A performance management philosophy is the organizations belief about how people should be managed to achieve the performance that the organization needs to succeed.
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Philosophy of Performance Management System

The Performance management system provides a basic framework of policies and procedures for management and employees to use in setting goals and objectives for work to be accomplished within the organization and for appraising the outcomes on a consistent and regular basis.
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Managers are responsible for providing ongoing informal and formal feedback to employees throughout the year using clear continuous communications.

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The process is collaborative and participative whereby the manager and the employee communicate and share ideas on the job to be accomplished. This is described and finalized in the job description document. Together, they set specific goals for performance for the upcoming year. This set of agreed upon goals, approved by the manager, along with the job description document becomes the substantive content for the annual performance appraisal process.
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Standards will be established and used in evaluating levels of performance along with an incentive-based reward system (e.g. monetary rewards).

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Standards of performance are stated in measurable and quantifiable terms, coupled with any observable behaviors, or qualitative descriptors and/or outcomes. These are incorporated into both the job description and in the annual performance goal document.

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High performing organizations provide managers with the training and tools giving employees continuous and immediate feedback on their performance including both strengths and weaknesses.

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High performance organizations provide employees with full access to policies and procedures on the performance management system including specific expectations for performance provided to them by their managers at the inception of their performance appraisal period.

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