Professional Documents
Culture Documents
P E R F O R M A N C E M A N A G E M E N T
Performance Management
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Opening case
Introduction
Open Discussion
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Why PM?
When PM? What it requires?
What it includes?
How it Works Difference between PA & PM
branches in Mumbai. Mr. Oberoy is HR Manager, Mr. Mukherjee is Asst. HR manager Traditional method of performance appraisal i.e. confidential reports Employees are unhappy with A-HR manager. Had a fear of spoiling of career. Finally they approached to HR. You as a HR- contribution?
What it includes:
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Performance Benchmarking Performance Indicators Performance requirements Performance planning Performance policy Performance Agreement Performance Improvement Plans Performance reward & Award mechanism Performance appraisal system
Tuesday, April 03, 2012
PMS is:
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Planning
Analysis Development
It includes: 7 steps
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feedback & counseling Identifying T&D needs Final rating by competent superior followed by rewards & punishments
Prof. Lata Singh
Performance review
Use Appraisal Data for appropriate purpose
Rating scale
Checklist
Forced choice method forced distribution method Critical incident method Annual confidential reports Essay method New techniques- MBO Balance Score card Competency mapping
Prof. Lata Singh
Examples: IOCL
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E-PMS
-L
-L+1 = Against each goal. Behaviour assessment &
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Exceptional contributor
Significant contributor
Reasonable contributor Partial contributor
No contribution
- Final feedback
Example: NTPC
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PACE
Example: Phillips
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Problem Children
stars
Planned Separation
Prof. Lata Singh
Solid Citizens
Example: S.B.I.
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development of employees SW-OT analysis Valid data for decision making To develop an orga. Culture of mutuality, openness, Trust & collaboration. - Jan. to Dec
How it works?
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Beginning of the year KPA two copies of settlement for m During the year, process of performance, under settled objectives
will be informally discussed. In the month of Jan. appraisee will appraise his performance in the formats Actual performance against each settled objective + outside KPAs + factors facilitated & hindered the employees performance to the appraiser (end of Jan.) review discussion- reporting officer- comments record the developmental & training needs Brief summary recorded & signed by both Reviewing officer recommend to the authorities Records are all with appraisee to keep it for at least 3 years
task based Dis-satisfaction with the formats of PA- (managers) Areas of dissatisfaction are as follows: High subjectivity in appraisal -Lack of correlation with job related factors -Dont have an opportunity to project his performance -Instrument of controlling & monitoring the behaviors Do not have open system Some experiments are going on
Prof. Lata Singh