Developing Performance

Management
By Syed Muhammad Muzaffar
 PERFORMANCE MANAGEMENT

Performance management can also be defined

as a broad system that is linked with the
processes of planning, implementing, reviewing
and evaluating, for augmenting growth and
productivity at both the individual and
organizational level
 PERFORMANCE DEVELOPMENT
Implementing training and development and
other people performance improvement
initiatives,
It is a ongoing process between supervisor and
employees of communicating and clarifying
position, responsibilities, performance
expectations to guarantee mutual understanding
and enhance effectiveness in achieving
organization mission and goals.
 SET TARGETS
The supervisor should meet with employees to
create their performance plans. The supervisor
should establish measurable goals that align to
the strategic and operational plans and consult
with his/her employees when creating these
goals/targets.
 Resource Planning
Resource planning is a process of allocating
tasks to human and non-human resources in a
way that would maximize the efficiency of the
resources. Resource planning can also be a
process of allocating tasks to human and non-
human resources in order to get an overview of
resource availability and capacity.
 IMPLEMENTATION
• Assess your current performance management
process
• Set your objective and goals
• Consult with key players
• Create an action plan
• Share your new performance management strategy
• Establish company-wide KPI `s
• Keep track of progress
• Establish regular check and monitoring
 FEED BACK
Feedback is designed to give employees both
positive and negative feedback, if necessary. You
can take a look at the employees' goals from the
previous years to determine which areas they
met or exceeded expectations
 REVIEW
• Rating. The supervisor will use the knowledge gained
from monitoring the employee's performance during
the appraisal period to compare that performance
against the employee's elements and standards and
assign a rating of record
• Rewarding. The supervisor must make meaningful
distinctions when granting awards. Award amounts
should be clearly distinguishable between different
performance levels that are fully successful or above.
 Conclusion
Regardless of the performance management
system, employee and manager training is
absolutely necessary for improving
performance. Coaching, development, giving
and receiving feedback in a learned necessary
skill for all employee, regardless of their
position in the organization