Professional Documents
Culture Documents
Pms
Pms
Introduction
process of managing performance
Implications for performance management
Principles of performance management
Benefits of performance management
Performance management strategies
Performance appraisal (methods, approach, obstacles,
potential appraisal)
Concept:
Ensuring that an organization's strategy,
internal system, operation( process) are best
aligned to meet the organization's goals.
Generally when we talk of performance we
commonly tend to think in terms of
performance of the employees.
but it is wider concept.
What else it focuses…………..
identify learning,
performance management.
Performance Management: why is it used?
Key role in linking the goals of the organisation to
8
How does a performance management
system look?
Career
Development Reward
planning
9
Let’s apply it on CCD Organizational objective: B-2-C
Average foot fall / day in outlets- 200
Provide customer favorite hangout for coffee and
conversation.
Business strategy to increase market share
Departmental Objectives( Marketing):
Lower down price without hampering profit.
Creating awareness
NPD
Individual Competencies: (Innovation)
Changing menu every 4months
Monthly special Indian snacks
Introduce table service
Performance Standards set:
Treat customer fairly/ cultivate relationship with customer
/ track complains
Monitor the performance:
Random Quality checks
Client survey
Cost-Effectiveness
Performance metrics
Performance metrics of employees are key to track how well
employees are performing/ hard data yield results / quantitative data
that allows for improvement.
Performance Metrics of Performance Metrics of Employees
Employees in HR in marketing department
Department (Advertising)
objectives/standards
Personal development: identify training and
development needs and potential
Linking team and organisational objectives
Performance planning
It is the beginning phase.
Employee and manager work together to develop a performance
plan for New performance cycle(NPC)
What does it include:
1. Individual competencies
2. Goals
3. Job responsibilities
All these three determine WHAT is to be accomplished, HOW
is to be accomplished and WHEN to be measured the
outcomes.
So here, the individual has to develop IDP. ( individual
development plan)
In State Georgia, the employee will receive performance plan
from their manager at the beginning of their performance cycle
by 45 days of their hire / transfer/ promotion / demotion.
Performance coaching
two-way communication between the manager and the
employee.
Throughout the performance period, the manager must
The performance notes that the manager kept during the year
is a useful source of information.
divisional goals.
It relies on consensus and co-operation rather than control or coercion.
Google
Over the past few years, Rather than looking to the past,
manager.
Discussion will be held further discussion begins — so that everyone
understands the full perspective of the documents( with facts) who has
prepared it.
Here development of thinking and solution to the issues process will be
growth questions.
Google OKR
Google’s performance management philosophy, rather more focus
on employee-goal-setting.
Idea of OKR, “fire or star every quarter to help set their
Key results are measurable and should be easy to grade with a number
Finally it is concluded that OKRs can enable teams to focus on the big
bets .OKRs can help teams and individuals get outside of their comfort
zones, prioritize work, and learn from both success and failure.
So key take always form the discussion
from their comfort zones, prioritize work, and learn from both
success and failure.
Traditional appraisal – performance
appraisal
How Deloitte Reinvented Their Performance Management