Performance management system Performance Development Planning Performance Planning

Performance management system Performance Development Planning ��������������� ���� Performance Planning Performance Feedback Performance appraisal

Performance Appraisal Systems Performance Management Systems -Evaluation of individuals -Periodic evaluation -Rating and evaluation - Rewards - Designed and monitored by the HR department -Performance improvement of individuals, teams and organization -Continuous process - Performance Planning analysis review, development, improvement - Performance standard - Designed by HR development but monitored by the respective department themselves

v ������� Performance Planning (�������� �� individual Performance) . 1 KPA (Key performance area). 2 KRA (Key result area). 3 Task analysis 4. Activity plan action plan 5. Goal setting exercise

v Some example of KPA For an R&D manager . 1 Identifying Product improvment. 2 Development of new products. 3 Testing Sample Role : Manager(R&D) KPA: Development of new production (Weightage-2) Performance Targets * Complete design and development of a new prototype in 12 months

v Performance analysis should lead to the following : . 1 Facilitating factors. 2 Hindering factors. 3 Identifying developmental needs for better performance 4. Gaining a better understanding about the appraise.

v Improving Quality of Performance Rating : . 1 ����������������� ( Trait Rating Based approach). 2 ����������������� (Job performance or Behavior Based). 3 ���������

v Behavior Based Approach . 1 ��������� (Critical Incidents). 2 �������� (Free Written Evaluation). 3 ��������� (Multiple appraisal) 4. Peer Rating ���������

v Result Based Format . 1 �������� (Appraisal by Result). 2 ��������� �� (The Direct Index). 3 ���������

v Performance Review Discussion(PRD) It involves the following: . 1 To realise their potential. 2 Understand themselve-strangths and weakness. 3 To acquire more insight into their behavior 4. To have better understanding of the environment. 5 To increase their personal and inter-personal effectiveness 6. To set goals for further improvement 7. To develop various action plans for further improvement

v Data from performance management process . 1 Detail performance plans of individuals. 2 Support requirements of each employee to achieve or carry out their performance plan and meet target. 3 Performance analysis – facilitating factors and blocking factors 4. Ratings on qualities. 5 Development needs of individual 6. Performance standards 7. High ratees could be studied to see how their potential could be utilised 8. Trends in performance improvements 9. Training needs data stated by the individual or their supervisor.

v Using Performance Management Systems for HR Decisions and Performance Improvement. 1 Organising training programs. 2 Job Rotation. 3 Career Development 4. Potential development. 5 Delegation 6. Performance rewards 7. Placement and transfer 8. Promotions 9. Change of duties