managing people and performance in ion
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Managing People & PerformanceOrganizations
Unit I
Introduction to Performance
Management
Presented by
Ms.Poornima Mathur
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Learning Objects
What is performance
Concept of Performance Management Linkage of PM with other HR sub systems.
Definition or Performance management
Difference between performance management &Appraisal.
Issues
Role of PM in OD
Framework for performance management
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What is performance?
Performance is getting the job done
Producing the result that you aimed it.
Performance can be defined as the success inmeeting pre-defined objectives, targets and goals.
If you dont reach the objectives, may be youhavent performed well enough.
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Performance Management
It includes activities to ensure that goals are consistently
being met in an effective and efficient manner. Its a goalcongruentWIN-WIN plan.
Communicate
Observe
Set goals
Evaluate
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Concept of PM
The phrase used first time in 1976 by Beer and Ruh.
But not recognized until the mid 1980s.
PM is now accepted as a HR management practice.
Emphasis has been shifted to command and control
system towards a commitment based system. It aims at improving organizational performance in
order to attain and sustain its competitive advantage.
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Cont
It can be categorized into two ways.
1. First one deals with the performance of an organisation as
a whole and evaluates the effectiveness of its managers.
2. It deals with the system of evaluating employees in order
to enable them to achieve reasonable goals
PM is an important organizational tool to clarify
performance objectives, standards, critical dimensions and
competencies to enhance individual performance.
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Linkage of PM with other HR sub-systems
Recruitment
& Selection
Training &
Development
Reward
system
Mentoring and
Counseling
Industrial
Relations
HRP
Performance
Management
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Definition of Performance Management
Performance management may be defined as a
planned and systematic approach to managing theperformance of individuals ensuring their personal
development and contribution towards
organizational goals.
(Ronnie Malcon 2007)
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Why do performance management ?
Communicating goals, mission, values, purpose
Improve working relationships Improve management
Identify and communicate strength and areas forimprovement
Provide feedback Develop
monitor
Support
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Performance Appraisal isnt th
ePerformance Management
Dont make a mistake by thinking that evaluating
performance is the same thing as managingperformance. Its not !!
Evaluating the performance is but one part of a
performance management system. If you only
evaluate the system and dont do the other part, you
will fail !!
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Difference between PM & PA
Emphasis is on performance
improvement of individual, teams
and organisation.
Emphasis is on performance
planning, appraisal and
development.
Focus on identifying developmentneeds at the beginning of the
appraisal year.
Linked to performance
improvement and through them to
other HR decisions
Emphasis is on relative
evaluation of individuals
Emphasis is on rating and
evaluation.
Focus on identify development
needs at the end of theappraisal year.
Linked to Promotions, transfer,
training and development
Performance Appraisal Performance Management
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Issues in Performance ManagementIssues in Performance Management
Appraisal Design
Formal and informal
What methods?
When to evaluate?
What to evaluate?
Whose performance?
Who are the raters?
What problems?
How to solve?
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What do employees want
Clear Expectations.
Positive/constructivefeedback on regular basis.
Understand evaluation
criteria
Involvement in goalsetting
Accurate job descriptions.
Be treated fairly andconsistently
Sharing of info and
resources
Job/career enrichmentopportunities.
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Role of PM in Organizational Development
1. It helps to review an organization/group/team or individual'sperformance
2. It helps to reinforce behavioral and cultural norms3. It helps to plan and ready your workforce for the future businessdirection4. It helps to develop your team
Communicates organization & department goals
Builds stronger working relationships
Improves productivity Supports HR decisions: promotions, raises, etc.
Assures HR decisions are based on objective criteria
Identifies poor/marginal performers
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Framework for performance Management
A performance management framework brings together the
strategies, plans, policies, quality of life indicators and
performance measures (both national and local) that enableresidents, Members, managers and other stakeholders to see
how the Council measures up in comparison to its own
previous performance and in comparison to other councils
It is designed to provide a consistent approach to the wayservice performance and quality is managed, monitored,
reviewed and reported at all levels in the organisation i.e.:
corporate, departmental and service level.
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