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Management Process
Presented By
Megha Patel (M3156100)
Aishwarya
Talnikar(M3156053)
Rupali Barange
Performance management
Definition:
According to Louis and David
Performance Management is the employees
activity and their output to organisational
goal .
Performance Planning
Performance Managing
Performance Appraisal
Monitoring Performance
Performance Planning
According To Bacal
Performance Planning is a process in
which employee and manager work together to
determine what the employee should be doing in
the next year and what successful performance
means
Characteristics of performance
planning
Objective of performance
planning
At organisational level : To clearly define and communicate to employees the
organisations mission ,objectives, strategies and
performance goals.
To provide appropriate resources, support,and training
to employees.
To ensure employees receive feedback on a continuous
basis.
To align job descriptions with organisational objectives
and strategy.
To boost motivation and self concept of the employees.
At manager level.
To provide opportunity to employees for joint goal
setting.
To clearly articulate performance metrics used to
measure .employee success in meeting target.
To provide training ,where were required and on the job
feedback.
At employee level
Process of performance
Planning
1) Setting Objectives.
2)Organisational and
Individual Performance plan.
3)Setting Mutual expectations
and performance criteria.
Setting Objective
According to H-Igor Ansoff Objectives are
decision rules which enable management to guide
and measure the firms performance towards its
purpose
Characteristics of good objectives
1)Consistent
2)Precise
3)Challenging
4)Measureable
Achievable within capabilities of the individual.
Time related
Focused on team work.
1)Critical Element
2) Non critical Element
Critical Element It is an assignment or responsibility of
such importance that unacceptable performance in that
element would result that overall performance is
unacceptable.
Non critical Element It is Dimension or aspect of individual
,team, or organisational performance ,exclusive of a critical
element ,that is used in assigning a summary level.
Performance standardAppraisal system require performance standards
which serve as benchmarks against which performance is
measured .
The standard set for performance must be clearly defined
and unambiguous .
They should be attainable by a normal employee.
Performance Managing
Performance managing defines as
the process of working towards the
performance expectations
established in the performance
planning stage ,analysing progress
achieved on continual basis and
counselling for improving results.
Characteristics of
Performance managing
It seeks to realise performance planning within
the framework of business plans of the
organisation.
It helps to keep check on employees performance
so as to keep them aligned to the objectives of
the organisation.
It facilitates employee to improve their
performance on a continuous basis. Based on the
input given by managers on periodic basis.
It develops an analytical insight among
employees to look into their efforts and results in
more critical manner.
Objective of Performance
managing
Defining mutual expectations of
managers/organisation and employees.
Actualising the performance plans of all the
employee by improvising employee performance
on a continual basis.
Analysing the ongoing efforts of the employees
inorder to remove performance deficiencies.
Managing performance as a relationship.
Creating challenging and satisfying the
development plans.
Process of Performance
Managing
Analysing performance This step involves
understanding the various factors contributing to
performance both- positively and negatively for a
given period. For example keeping the manager
informed, Making notes of various factors working
towards performance criteria. And comments and
notes for improvement from the manager.
Reinforcing Right Efforts- This steps pertains
to encouragement ,support,and visiblity which
the manager provides to the employees for
making correct progress in a work as per
performance plan.
Removing
performance
DeficienciesManagers must also provide vision , help, and
resources to those employee who are not able to
meet their performance goals\objectives.
For example- Personal problems -Lack of
competencies, commitment ,role clarity
Organisational problems- politics ,lack of
resources, lack of system and procedure.
However Employees should not be encouraged to
seek organisational reasons for their failures.
PERFORMANCE
APPRAISAL
According to Mondy et al, Performance
appraisal is a system of review and evaluation of
an individuals performance
According to Gomej-Mejia et al Performance
appraisal involves identification, measurement
and management of human performance in
organisation.
According to Flippo- Performance appraisal is
defined as systematic, periodic,and as far as
possible , am impartial rating of an employees
excellence in matters pertaining to his present job
and to his potentialities for better job.
Features of Performance
Appraisal
Systematic process
Evaluating process
Periodic process
Future oriented process
Determine Employees Potentialities.
Develops employees
Objectives for
performance Appraisal
Providing feedback.
Facilitating Promotion and Downsizing decisions.
Motivating Superior performance.
Setting and measuring Goals
Determining Compensation.
Counselling poor performers
Encouraging coaching and Mentoring
Supporting Manpower planning.
Determining training and development needs
Improving overall organisational performance.
Process of performance
appraisal
Established performance standard s with
employees.
Mutually set measurable goals.
Measure actual performance.
Compare Actual performance with
standards.
Discuss the appraisal with the employee
If necessary , initiate corrective action.
Types of performance
appraisal
Trait based approach.
Behaviour based approach.
Result based- approach.
Trait based approach.- It is used to assess the
personality or personal characteristics of
employees , such as ability to make decisions ,
communication skills, loyalty to the company.
Thank you ..