Performance Management and appraisal systems

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Performance Management and appraisal systems
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• Performance Management
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Performance management system
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Performance Planning
Performance Development Planning
Performance Feedback
Performance appraisal
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Performance Appraisal Systems
Performance Management Systems

• Evaluation of individuals
• Periodic evaluation
• Rating and evaluation
• Rewards
• Designed and monitored by
• the HR department

• Performance improvement of
• individuals, teams and organization
• Continuous process
• Performance Planning analysis
• review, development, improvement
• Performance standard
• Designed by HR development
• but monitored by the respective
• department themselves

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• ??????? Performance Planning
• (?????????????????????????????? individual
  Performance)
• 1. KPA (Key performance area)
• 2. KRA (Key result area)
• 3. Task analysis
• 4. Activity plan \ action plan
• 5. Goal setting exercise

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• Some example of KPA For an RD manager
• 1. Identifying Product improvment
• 2. Development of new products
• 3. Testing Sample
• Role Manager(RD)
• KPA Development of new production (Weightage-2)
  Performance Targets
• Complete design and development of a new
  prototype in 12 months

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• Performance analysis should lead to the
  following
• 1. Facilitating factors
• 2. Hindering factors
• 3. Identifying developmental needs for better
  performance
• 4. Gaining a better understanding about the
  appraise.

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• Improving Quality of Performance Rating
• 1. ???????????????????????????????????????????????
  ??????????(Trait Rating Based approach)
• 2. ???????????????????????????????????????????????
  ?????????????????(Job performance or Behavior
  Based)
• 3. ???????????????????????????????????????????????
  ??????????????????????????(Result or objective)
• 4. ??????????????????????????????????? (Hybrid
  Based Approach system)
• 5. ???????????????????????????????? 360 ????
• 6. KPI

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• Behavior Based Approach
• 1. ???????????????????????????????????(Critical
  Incidents)
• 2. ?????????????????(Free Written Evaluation)
• 3. ???????????????????????????????????(Multiple
  appraisal)
• 4. Peer Rating ??????????????????????????????
• 5. Self-Appraisal ???????????????????????
• 6. ???????????????????????????????????????(Assessm
  ent Center)
• 7. ??????????????????????????????????????????(BARS
  )

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• Result Based Format
• 1. ?????????????????????? (Appraisal by Result)
• 2. ????????????????????????????????(The Direct
  Index)
• 3. ?????????????????????????????????????????????(S
  tandards of Performance)
• 4. Production Records \ Periodic Test \
  Performance Test
• 5. ???????????????????????????????????????????????
  ??

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• Performance Review Discussion(PRD)
• It involves the following
• 1. To realise their potential
• 2. Understand themselve-strangths and weakness
• 3. To acquire more insight into their behavior
• 4. To have better understanding of the
  environment
• 5. To increase their personal and inter-personal
  effectiveness
• 6. To set goals for further improvement
• 7. To develop various action plans for further
  improvement

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• Data from performance management process
• 1. Detail performance plans of individuals
• 2. Support requirements of each employee to
  achieve or carry out their performance plan and
  meet target
• 3. Performance analysis facilitating factors
  and blocking factors
• 4. Ratings on qualities
• 5. Development needs of individual
• 6. Performance standards
• 7. High ratees could be studied to see how their
  potential could be utilised
• 8. Trends in performance improvements
• 9. Training needs data stated by the individual
  or their supervisor.

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• Using Performance Management Systems for HR
  Decisions and Performance Improvement
• 1. Organising training programs
• 2. Job Rotation
• 3. Career Development
• 4. Potential development
• 5. Delegation
• 6. Performance rewards
• 7. Placement and transfer
• 8. Promotions
• 9. Change of duties