Performance Management

and Appraisal

BBA@KUSOM

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Performance Management and Appraisal
How are these linked?
•Corporate Strategy
•Performance planning
•Performance appraisal
•Performance maintenance
•Performance rewards
•Performance development

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Performance Management and Appraisal
Performance Planning :
•To ensure departmental performance plan, team
performance plan, individual performance plan are
in line with organization goals and strategy
•To ensure other components, appraisal,
monitoring, development and rewards are aligned
with corporate strategy or not
•To provide basis for appraisal, monitoring,
development and reward
•To provide resources required

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Performance Management and Appraisal
Performance appraisal:
•To ensure groups and individuals are contributing
to the organizational goal as per the strategy.
•To identify developmental needs to perform the
tasks
•To positively discriminate between good performer
and poor performer (input for development and
rewards)
•To evaluate the performance and
recommend/allocate rewards

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Performance Management and Appraisal
Performance monitoring:
•To check the direction, pace, quality of
performance in line with corporate strategy
•To provide required support (skill, resources,
environment) to maintain performance
•To make timely adjustments/ corrections as
necessary

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Performance Management and Appraisal
Training and development:
•To equip employees with required KSAs for current
positions (as per organizational strategy, appraisal
findings)
•To develop employees for future responsibilities (as per
organizational strategy and employee career prospects)
•To enhance organizational capacity in terms of
employees’ competencies to face competition

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Performance Management and Appraisal
Reward:
•To discriminate between good and poor performer
as per strategy
•To compensate employees for their level of effort
and outcomes
•To motivate employees
•To reinforce positive, desired behaviors

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Performance Management and Appraisal
Corporate
Strategy

Performance
Performance
Planning
Planning

Performance
Performance Performance
Performance
Development
Development Appraisal
Reward

Performance
Monitoring

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Performance Management and Appraisal
PMS:

Integration of HR functions
with
corporate goal, strategy
to
achieve those goals
by
employees

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Performance Management and Appraisal
Goal setting:
•Organization level
•Group level
•Individual level

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Performance Management and Appraisal
Why goal setting?
•To provide direction to each employee’s efforts.
•To define specific standards of measures of
individual’s, department’s and ultimately
organization’s performance
•To prepare individuals psychologically about their
required level of effort, competencies, behaviors for
their expected performance
•To identify developmental needs
•To identify resource needs

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Performance Management and Appraisal
How do we set goals?
Define
What is expected (KRA)
What is the expected standard of performance
(standards)

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Performance Management and Appraisal
SMART goals:
•Specific
•Measurable
•Attainable
•Relevant
•Timely

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Performance Management and Appraisal
Characteristics of good goals (motivational):
•Assign specific goals
•Assign measurable goals
•Assign challenging but doable goals
•Encourage participation

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Performance Management and Appraisal
Practice:
Group 1:
Admission section of KUSOM
Group 2:
IT Section of KUSOM
Group 3:
Library of KUSOM
Group 4:
Placement cell of KUSOM
Group 5:
Finance section of KUSOM
Group 6:
Examination section of KUSOM

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