performance management project for bipd

Performance ManagementProject for BIPD Certified HR Practitioner Workshop

3/30/2012 1Project for BIPD Certified HR Practitioner Workshop

Prepared by Durga Swetha Palakurthy

Method for improving employee performance through goal setting, feedback, encouragement and support, and rewards for success

An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success.

Performance Management



Provides a chance for employees to ask questions and tell you their sense of what they’ve accomplished.

Lets employee know his/her strengths and areas that need improvement.

Encourages self management and individual performance

It creates a shared understanding of what is required to improve performance and how this will be achieved

Why Performance Management



Helps to improve employee relations and productivity

Serves as an effective retention tool

Provides a paper trail for addressing performance or disciplinary problems

Demonstrates organization’s commitment to employee success

Provides valuable feedback for managers

Why Performance Management Cont..



Some Key Reasons for Appraisal



Misusing the performance evaluation process to address a disciplinary problemElement of surpriseRelying on impressions/rumors, rather than factsInconsistent application of performance evaluation criteriaInterpersonal issuesHolding employees responsible for events/problems beyond their control

Common Errors in Handling Performance Management



Failure to prepare for the interviewFailure to listen (80-20 ratio)Failure to maintain objectivityFailure to provide feedback—positive and/or correctiveFailure to follow-upFailure to document performance – both good and bad

Common Errors in Handling Performance Management Cont..



Halo/horns effect

Contrast effect

First impressions

Similar-to-me effect

Negative and positive leniency tendency

Recency effect

Common Rater Bias



Performance Management CycleCheck List:

Do you have accurate and current job descriptions for all of your employees?

Do your employees have the resources, training and information they need?

Are you aware of problems that your employees have right now, for which they need help?

Are you giving regular informal feedback?



Performance Appraisal Process



� Review employee’s job description and identifying KRA’s and KPI’s

� Understand the performance measurement system

� What to assess:

� Objectives

� Behaviors / Values

� Competencies

� Review notes from the year

� Understand employee expectations

Performance Appraisal process –Plan for the Meeting



� Schedule the meeting�Notice�Location�Self-evaluation�Appropriate form�Comments�Supervisory approval

Performance Appraisal process –Plan for the Meeting Cont..



� Key Components of Appraisal

� Colleague/Client Feedback� Employee Accomplishments Summary� Review of Goals and Accomplishments

– Performance Feedback and Appraisal Meeting

� Goal Setting for upcoming year� Development and Learning Plan� Overall Performance Summary� Merit Recommendations

� Appraisal document must be consistent, personalized, measurable, result oriented, effort oriented, accurate and timely.

Performance Appraisal process –Conduct the meeting



� Use SMART criteria to set goals

Performance Appraisal process –Conduct the Meeting Cont..



� Review rating system

� Discuss employee’s self review

� Let employee talk

� Avoid Discriminatory Behavior

� Avoid favoritism

� Base the appraisal on job-related criteria

� Base judgments on factual data instead of general impressions

� Give all employees a clear understanding of their performance standards

� Maintain good, accurate documentation

� Be consistent




� Don’t make hasty judgments.� Be aware of non verbal's – yours

and the employee’s� Don’t be afraid of silence� Don’t interrupt when the

employee is speaking� Use “I” statements� Say what you mean� Keep it simple and focused




� Negative (Corrective) Feedback� Behavior:State the specific

behavior that is unacceptable� Effect: Explain why the

behavior is un-acceptable� Expectation: Tell the

employee what you expect to happen to change the behavior

� Result: Let the employee know what will happen if the behavior continues or changes

Performance Appraisal process –Follow up



� Positive Feedback� Behavior: What aspects of the employee’s

behavior do you find valuable?� Effect: What positive effect does the

performance have?� Thank You: Where can you find

opportunities to use this expression more?

� The positive feedback should be given frequently , specific with examples

� Review, Record and Rate the performance

Performance Appraisal process –Follow up Cont..



Use feedback to inform, not to advise – let them decide how to do it.Ask open-ended questions about how they would like to improve over the next year.Agree on mutual goals.Keep the feedback process supportive, not threatening.Be willing to accept feedback too – “How can I best support you in these goals

Performance Appraisal process –Follow up- Feedback



� Prepare for the appraisal discussion� Discuss employee’s dreams, goals� Set mutual goals; put them in writing� Give positive and corrective

feedback� Use up-to-date job descriptions� Evaluate your performance� Involve the employee in the

discussion� Be open, candid and specific� Evaluate performance—not

personality� Sincerely care about your employees

Summary



performance management project for bipd

Education