perform ace management hrmi gihan edit

8/2/2019 Perform Ace Management HRMI GIHAN EDIT

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Certificate in

Human Resource Management

PerformanceManagement


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The actual effort that theindividual undertakes in order

to carry out the work.Performance relates to the

person's ability to perform all of

the tasks and duties requiredfor a specific job.

What is Performance ?


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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.

Measure Performance because


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People can & will perform better when they:

Know & understand what is expected of them(goals)

Have been able to take part in forming the goals(participation)

Get supervision, supports, & resources (enabling

conditions) Get feedback on their performance (appraisal)

Are enable to achieve the goals (development) Have positive consequences for performance

(rewards)

Why Performance Appraisal ?


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To evaluate the worth of an employee in terms of

the requirements of the job performed by him.

To bring out improvement in the performance of

work by each employee.

To determine the areas where the employeesneed further training for better performance.

Objectives of PA system


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To identify the steps by which the grievance of the

employees can be reduced.

To help the management in long term man powerplanning.

To reward employees who are performing well.

To determine promotions and transfers of

employees and increase in their remuneration.

Objectives of PA system


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Uses of PA systemPerformance

Appraisal

Giving PerformanceFeedback

Administering Wagesand Salaries

Identifying Strengthsand Weaknesses


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Uses of PA system


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Types of Appraisal SystemsMerit Rating

Written StatementMBO

Target Setting


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Merit Rating1. Poor

2. Fair

3. Good4. Very Good

5. Excellent


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Dear Manager (HR),

Vivek, my assistant programmer, can always be found

hard at work in his cubicle. Vivek works independently, without

wasting company time talking to colleagues. Vivek never

thinks twice about assisting fellow employees, and he always

finishes given assignments on time. Often Vivek takes extended

measures to complete his work, sometimes skipping coffee

breaks. Vivek is a dedicated individual who has absolutely no

vanity in spite of his high accomplishments and profound

knowledge in his field. I firmly believe that Vivek can be

classed as a high-calibre employee, the type which cannot be

dispensed with. Consequently, I duly recommend that Vivek be

promoted to executive management, and a proposal will be

sent away as soon as possible.


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Written StatementNB: That stupid idiot was readingover my shoulder when I wrote the

report sent to you earlier today.Kindly read only the odd lines (1, 3,5, 7,9,11, 13) for my true assessment of

him


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MBOJob Review and Agreement

Development of Performance Standards

Guided Objective Setting

Continuing Performance Discussions


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Attribute of a PerformanceObjective

S pecificM easurable

A chievableR ealisticT ime bound


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Structure of objectives

1.Performance

(an observable action)

2.Conditions

(a relevant condition)

3.Standards

(a measure of performance)


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At the end of the training youshould be able to individually

count money 100% accuratelywithin 1 minute when given

100 notes

Standard

Action word Condition


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Target Setting

Set Goals/Objective in

discussion with theAppraiser and

subordinate


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Multisource of Appraisal (3600 )

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