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    Presentation On PMS

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    Naeem Khan
    Performance management is a strategic process that improves employee performance and develops capabilities by aligning individual and team performance with organizational goals. It is continuous through daily or weekly feedback, whereas performance appraisal is a formal evaluation that occurs once or twice per year. The performance management system includes setting targets, ongoing monitoring and coaching, a mid-year review, and end-of-year evaluation followed by rewards or development plans. The goal is to continuously evaluate and modify work to sustain organizational success.

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    Presentation On PMS

    Uploaded by

    Naeem Khan
    92 views13 pages
    Performance management is a strategic process that improves employee performance and develops capabilities by aligning individual and team performance with organizational goals. It is continuous through daily or weekly feedback, whereas performance appraisal is a formal evaluation that occurs once or twice per year. The performance management system includes setting targets, ongoing monitoring and coaching, a mid-year review, and end-of-year evaluation followed by rewards or development plans. The goal is to continuously evaluate and modify work to sustain organizational success.

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    Presentation on PMS

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    Performance management is a strategic process that improves employee performance and develops capabilities by aligning individual and team performance with organizational goals. It is continuous through daily or weekly feedback, whereas performance appraisal is a formal evaluation that occurs once or twice per year. The performance management system includes setting targets, ongoing monitoring and coaching, a mid-year review, and end-of-year evaluation followed by rewards or development plans. The goal is to continuously evaluate and modify work to sustain organizational success.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    92 views13 pages

    Presentation On PMS

    Uploaded by

    Naeem Khan
    Performance management is a strategic process that improves employee performance and develops capabilities by aligning individual and team performance with organizational goals. It is continuous through daily or weekly feedback, whereas performance appraisal is a formal evaluation that occurs once or twice per year. The performance management system includes setting targets, ongoing monitoring and coaching, a mid-year review, and end-of-year evaluation followed by rewards or development plans. The goal is to continuously evaluate and modify work to sustain organizational success.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 13

    Performance Management System

    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

    Performance Management vs. Performance Appraisal


    PM: the continuous process of identifying, measuring, and developing the performance of individuals and teams 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.

    Performance Appraisal vs. Performance Management


    PM is continuous, daily or weekly interaction and feedback, whereas PA is once or twice a year. PM is always goal oriented; Performance reviews involved comparing performance against goals which stem from companys strategic goals. Performance Management means continuously revaluating and modifying how the employee and team get their work done.

    Steps in Performance Management system


    Performance Rewards and Development Performance Planning and Target Setting

    Performance Review and Evaluation

    Performance Monitoring and Coaching

    Performance Planning and Target Setting


    Joint decision on the target setting and performance benchmarking Supervisors - ensure that the targets are in alignment 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 performance targets.

    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 strategic goals. Recognize, encourage and reinforce good performance. Identify training and development needs.

    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 assistance in problem areas. Follow up on development and training needs Review whether adjustments to the agreed objectives/goals are required.

    Performance Review and Evaluation.

    Record critical incidences that manifest the employees performance or critical strengths or weaknesses. Record the performance ratings after thorough review of the performance related documents, performance targets, work accomplishments and critical performance incidences.

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

    Performance Rewards and Development


    -

    Performance Rewards Financial Reward : Bonus, Performance Based Variable Pay (PBVA) Non financial Reward: Promotion, transfer, demotion. Training and development Managing Poor Performance Special Watch Program

    Why PMS

    Why PM

    Total Quality Management Appraisal issues Strategic Planning

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