Performance Management

Introduction & History

Commonly Used Perforcement Measurements & Forms (Contd)

The Behaviorally Anchored Rating Scale (BARS) Is a performance measurement method that provides a description of
each assessment along a continuum? Like with rating scales, the continuum often includes a numerical scale from low to high.

BARS are designed to reduce the rating errors. They include performance dimensions such as teamwork, & managers rate each dimension on a scale. Some examples of BARS are:
Continually contributes new ideas & suggestions. Takes full part in group meetings & contributes useful ideas frequently. Listens to colleagues & keeps them reasonably well informed about own activities, while keeping abreast with what they are doing. Delivers opinion & suggestions at group meetings from time to time, but is not a major contributor to new thinking or planning activities.

Performance Management

Aims & Characterstics

Basic Aims of Performance Management

The two propositions we just discussed imply that, the Basic Aims of Performance Management are:
To Share Understanding about What is to be Achieved. To Develop Capacity of People & Organizations to achieve it. To provide Support & Guidance, Individuals & Teams Need, to improve their Performance.

Performance Management

Aims & Characterstics

Some Definitions which Lead to the Notion What Performance Management is About

A systematic approach to improving Individual & Team Performance, in order to achieve Organizational Goals (Hendry, Bradley & Perkins 1997).

Performance Management

Aims & Characterstics

Some Definitions which Lead to the Notion What Performance Management is About (Contd)

Performance Management is a way of translating Corporate Goals into Achievable Objectives, that cascade down throughout the organization, to produce Optimum Results (IRS Management Review 1996)

Performance Management

Aims & Characterstics

Some Definitions which Lead to the Notion What Performance Management is About (Contd)

Performance Management is about: Directing & Supporting Employees, to work as Effectively & Efficiently as possible, in line with the needs of the Organization (Walters 1995).

Performance Management

Aims & Characterstics

Some Definitions which Lead to the Notion What Performance Management is About (Contd) Common Elements in All Three Definitions
Improving Individual & Team Performance. Translating Corporate Goals into Achievable Objectives. Directing & Supporting Employees, to work Effectively & Efficiently.

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS)

Thorough knowledge of PMS is of vital importance for the employees. Performance planning discussions take place between the Supervisor & the Employee, at the beginning of each PM Cycle. Performance planning discussions include consideration of:
Results
Behaviors Development Plan

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS) (Contd)

Results Results refer to what needs to be done, or the Outcomes an Employee must produce. Results need to include:
Broad area of employees job responsibility for producing results, which is obtained from Job Description (JD). Specific Objectives that employee will achieve, as part of each accountability. Key Accountabilities

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS) (Contd)

Results

Performance standards are yard-sticks which are used to evaluate how well employees have achieved each objective .
Standard is the minimum level of performance, while Objective is the desired level of performance.

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS) (Contd)

Behavior

Behaviors (how a job is done) constitutes an important part of performance planning phase. Results can give a skewed or incomplete picture of employees performance. For some jobs it may be difficult to establish precise objectives & standards.

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS) (Contd)

Behavior

In addition to sales figures, sales people are appraised on such behavior criteria as communication skills & product knowledge. A consideration of Behaviors includes Competencies (customer service, oral & written communication, creative thinking & dependability's), which are measurable clusters of KSA (Knowledge, Skills & Abilities), that are critical in determining how results are to be achieved.

Performance Management

Planning & Agreements

PERFORMANCE PLANNING SYSTEM (PMS) (Contd)

Development Plan

Agreement between Supervisor & Employee on the Development Plan, is an important step before start of the review cycle. This should include identification of areas that need improvement and setting goals to be achieved in each area. Development plans usually include both Results & Behaviors.