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Performance
Management
SUMMARY
Performance
Management
It is a process of identifying, measuring & Developing the performance of Human Resources in an Organization
Performance
Appraisal
Step 1
PA Process
Job Analysis
Step 2 Step 4
Conduct Formal PA
Characteristics of PM Tools
1 Valid & Reliable 2 Acceptable & Feasible 3 Based on Mission & Objectives
Purpose of PA
1Communicating
2 Decision Making(Evaluation)
3 Motivating (Developing)
What to Assess?
Appraisal Methods
Critical Incidents
MBO
Narrative Method
BARS
Graphic
Ranking Method
KRAs refers to general areas of outcomes or outputs for which a role is responsible
Importance of KRAs
Clarifying Roles of Individuals Alignment with Strategies Focus on Result Set Goals & Objectives Prioritize Results Communicate Purpose Monitor their Performance
KRA Process
RBM Focus on Reviewing and Realigning system so that organization Develop a linkage between organizational outcomes & performance outcomes
Objectives
HR Cycle
Rewards
Selection
Performance
Appraisal
Development
Strategic Performance Measurement and the Balance Scorecard (Strategy Map} Financial
Goals, Earnings, Sales, Growth
Customer Goals
Satisfaction, better staff response to customers Needs
Operations Goals
Staff apply their Competencies & strategic awareness
Promotion
A movement to a position in which A movement to a positionin which responsibilities responsibilities and presumably , prestige are and presumably , prestige are increased increased.
To recognize an individuals performance and reward for their work. To put the employees in a position where they will be of greater value to the company. To promote job satisfaction among the employees and give them an opportunity for unbroken continuous service.
To build up morale , loyalty and a sense of belonging on the part of the employees. To demonstrate effective career development plans. To attract suitable and competent employees for the organization.
To create among employees a feeling of contentment with their present conditions and encourage them to succeed in the company.
Types of Promotion:
Open
Closed
Horizontal
Multiple Chain
Vertical
Promotion Policy
Each organization should strike a balance between the internal sources of personnel promotion and external sources of recruitment
and
Promotion Policy
1) It should have consistency and related
4 Clarity- whether vacancies are to be filled from within an organization or by recruitment from outside.
5 Establish some type of formal and systematic promotional channels. 6 Preparing employees for advancement, through the provision of some training. 7 Communicating the policy either in the form of manual or in the form of a set of standing orders or policy guidelines. 8 Detailed personnel and service records should be kept ready.
Promotion System:
Clear cut line of future advancement, Promotion Criteria Detailed personnel records, Specific promotion plans , Identifying promotion able individuals and Centralized co-ordination of promotion function
Promotion Criteria :- Seniority v/s Merit.
Seniority refers to the length of service in the company or in its plants or in its departments or in a particular position. Under this method of promotion , the promotion goes to the senior-most person , provided he is fit for the job.
Promotion on Merit will be given to a qualified Person in recognition of their performance .This is not based on seniority. This method is an incentive for a performing employees.
No Favoritism Workplace Harmony Motivational Boost Reward for Ability Training for Advancement
Practices in India.
Seniority & Merit Both
1 Developing Mentoring Relationship 2Quantify Results 3 Practice Self Promotion 4 Establish Bond with the Boss 5 Acquire New Knowledge & Skill 6 Build your Network 7 Ask for more Responsibilities 8 Act Professionally 9 Be a team Player 10 Create Opportunities