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Probably not. Less than 7% know their part of the plan. Happy employees are not necessarily aligned employees
If employees do not know their part of the plan, They have no direction Meaning theyre disengaged and not focused
Contents
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Major determinates in performance management
Introduction
Performance management:
The process through which managers ensure that employees activities and outputs contribute to the organizations goals. Proactively managing and resourcing performance against agreed accountabilities and objectives The process and behaviours by which managers manage the performance of their people to deliver a highachieving organization Focusing employees tasks on the right things and doing them right. Aligning everyones individual goals to the goals of the organization
Knowing what activities and outputs are desired Observing whether they occur
Providing feedback to help employees expectations
meet
Performance Appraisal Compile/review data Request self-appraisal Prepare draft appraisal Review with next-level supervisor Finalize appraisal Meet with employee
9
11
Criteria for Effective Performance Management: Strategy Congruence: Validity: Reliability: Acceptability: Specificity:
1. Making Comparisons
Simple Ranking
COMPETENCIES AND VALUES
JOB PROFILE
SELF EVALUATION
INTERMEDIATE REVIEW/S
1. Global evaluation of competencies and values in ACH 1.1. Team work 1.2. Organization and planning 1.3. Analysis of conflicts 1.4 Adaptability and flexibility 1.5 Motivation 1.6 Resistance to pressure 1.7 Results orientated 1.8 Efficient communication DEONTOLOGY- Living the values
3 2 2 3 4 3 4 3 3
3 2 4 3 3 3 2 4 3
2 3 2 3 4 3 3 2 3
2 3 3 4 3 2 3 2 4
2 3 3 4 4 3 3 2 3
Graphic Analysis:
competency level evaluated above job profile competency level evaluated below job profile
3. Behavioral
Critical-Incident Method: Employees receive feedback about what they do well and what they do poorly and how they are helping the organization achieve its goals. Behaviorally Anchored Rating Scale (BARS) Behavioral Observation Scale (BOS) Organizational Behavior Modification (OBM)
4. Measuring Results
Management by Objectives (MBO): People at each level of the organization set goals in a process that flows from top to bottom, so that all levels are contributing to the organizations overall goals. These goals become the standards for evaluating each employees performance. Feedback is important so that individuals know what they are doing well and what areas they may need to work on.
Measuring Results
INTERMEDIATE REVIEW/S
Title objective 2
Specific value (from 1 to 100)
Title objective 3
Specific value (from 1 to 100)
OVERALL RESULT
OVERALL RESULT
SELF EVALUATION EVALUATION EVALUATION INTERMEDIATE FROM FROM REVIEW/S APPRAISER 1 APPRAISER 2
Overall result of the evaluation Conclusions (summary of main achievements, strengths, weaknesses and potential of the employee) Professional career aspirations (future projects, goals, countries, contexts) Recommendation to form part of the S-MIND(Senior Management Identification and Development Program) Additional comments (e.g bottom-up feedback or for other areas of the organization)
A,B,C,D,E
A,B,C,D,E
A,B,C,D,E
A,B,C,D,E
A- Excellent, largely exceeds the goals set B- Good, achieves all or most of the goals set
Comments
Comments
Comments
Comments
C- Improvement required, many goals were not reached D- Inadequate, failed to achieve the goals set.
Comments
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5. Measuring Quality
The principles of total quality management (TQM), provide methods for performance measurement and management. With TQM, performance measurement combines measurements of attributes and results.
Subjective feedback Statistical quality control
Improving Performance
Improving Performance
Improving Performance
Talent management system
Finding the talents inside the company to provide special training and developing program for them.
Training needs
Involves one-on-one contact with managers to ensure that proper training and development are taking place.
Team Performance
Setting objectives
Work objectives Team working objectives
Individual Performance
Select the goal Define expectations Define performance measures Plan Act Monitor Extend the process
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34
Summary
Performance measures should fit with the organizations strategy by supporting its goals and culture. The performance feedback discussion should focus on behavior and results rather than on personalities
the points noted in criteria for success (slide 36) will be impt in the summary -- we can pick few key points e.g should be done w/ full mgt support; spirit behind is to improve performance than to criticize/threaten employees (well-owned process or participatory)
LOGO
Thank You !