It is an organization - wide management program that provides
a structured approach to:
Communicate business strategy
Establish a shared understanding of what is to be achieved
and how it is to be achieved
Facilitate management of self and others Measure and
motivate performance (organizational and individual) Performance Management A management process for ensuring employees are focusing their work efforts in ways that contribute to achieving the agency’s mission. It consists of three phases:
(a) setting expectations for employee Performance
(b) maintaining a dialogue between supervisor and employee
to keep performance on track
(c) measuring actual performance relative to performance
expectations. PMS Consists of… • A process for communicating employee performance expectations, maintaining ongoing performance dialogue, and conducting annual performance appraisals;
• A procedure for addressing employee performance that falls
below expectations;
• A procedure for encouraging and facilitating employee
development.
• Training in managing performance and administering the
system.
• A procedure for resolving performance pay disputes.
WHY MEASURE PERFORMANCE ? • What you cannot measure you cannot improve.
• If you cannot improve you cannot grow.
• Measurement helps in objectively differentiating between
performers and non performers.
• Pay for performance is possible only through metrics.
Objective of PMS • To confirm the services of probationary employees upon their completing the probationary period satisfactorily
• To check the effective & efficiency of individuals, teams &
organization
• To effect promotions based on competence and performance
• To access the training and development needs of the employees
• To decide upon the pay rise
• PM can be used to determine whether HR programmers such as
selection, training, and transfer have been effective or not. PMS Includes…
Work plan – A document that describes the work to be
completed by an employee within the performance cycle, the performance expected, and how the performance will be measured.
Corrective action plan – A short-term action plan that is
initiated when an employee’s performance fails to meet expectations. Its purpose is to achieve an improvement in performance. Individual development plan – An action plan for enhancing an employee’s level of performance in order to excel in the current job or prepare for new responsibilities.
Performance appraisal – A confidential document that
includes the employee’s performance expectations, a summary of the employee’s actual performance relative to those expectations, an overall rating of the employee’s performance, and the supervisor’s and employee’s signatures.
Performance documentation – A letter, memo, completed
form, or note on which the supervisor indicates the extent to which the employee is currently meeting expectations and provides evidence to support that conclusion. PAS & PMS PAS: PMS:
• Emphasis is on relative • Emphasis is on performance of
evaluation of individuals individuals, team & orgn.
• Annual exercise • Continuous process
• Rewards & recognition of • Performance rewarding may or
good performance may not be integral part
• Designed & monitored by • Designed by HR dept. but
HR department monitored by respective dept.
• Ownership is mostly with • Ownership is with the line
the HR dept. managers, HR facilitates its implementation Components of PMS
Performance Standards - establishment of
organizational or system performance standards, targets and goals and relevant indicators to improve public health practice
Performance Measures - application and use of
performance indicators and measures Reporting of Progress - documentation and reporting of progress in meeting standards and targets and sharing of such information through feedback.
Quality Improvement - establishment of a program or process to
manage change and achieve quality improvement in public health policies, programs or infrastructure based on performance standards, measurements and reports. Importance of PM
•A Performance Management System enables a business to
sustain profitability and performance by linking the employees‘ pay to competency and contribution .
•It provides opportunities for concerted personal development
and career growth .
• It brings all the employees under a single strategic
•umbrella . • Most importantly, it gives supervisors and subordinates an equal opportunity to express themselves under structured conditions.
• Organizations can effectively manage the performance
appraisal process with our online performance management system.
• It calls for a high level of co-ordination, channeled information