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    Hardik Kothiyal
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    Performance management is an ongoing process that helps managers monitor and evaluate employee work to maximize productivity. It involves setting goals, providing feedback, and reviewing results to align employee performance with organizational objectives. The goals of performance management are to create an environment where employees can perform to their highest abilities and produce high-quality, efficient work. It benefits both employees and organizations by highlighting training needs, boosting morale, improving accountability, and increasing employee retention.

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    Performance management is an ongoing process that helps managers monitor and evaluate employee work to maximize productivity. It involves setting goals, providing feedback, and reviewing results to align employee performance with organizational objectives. The goals of performance management are to create an environment where employees can perform to their highest abilities and produce high-quality, efficient work. It benefits both employees and organizations by highlighting training needs, boosting morale, improving accountability, and increasing employee retention.

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    6 views10 pages

    Performance Managment

    Uploaded by

    Hardik Kothiyal
    Performance management is an ongoing process that helps managers monitor and evaluate employee work to maximize productivity. It involves setting goals, providing feedback, and reviewing results to align employee performance with organizational objectives. The goals of performance management are to create an environment where employees can perform to their highest abilities and produce high-quality, efficient work. It benefits both employees and organizations by highlighting training needs, boosting morale, improving accountability, and increasing employee retention.

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    © All Rights Reserved
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    of 10

    Performance Management

    SUBMITTED BY: KHAN URUJ GALIB


    ROLL NO: 19092096
    COURSE: BBA/ 5TH SEM
    SUBJECT: COMPENSATION MANAGEMENT
    Meaning

     Performance management is a corporate management tool that helps managers monitor and
    evaluate employees' work. Performance management's goal is to create an environment where
    people can perform to the best of their abilities and produce the highest-quality work most
    efficiently and effectively.

     It is an ongoing process of communication between a supervisor and an employee that occurs


    throughout the year, in support of accomplishing the strategic objectives of the organization.
    The communication process includes clarifying expectations, setting objectives, identifying
    goals, providing feedback, and reviewing results.
    Objective

     Setting and Defining Goals to Fulfill Organizational Objectives


     Developing a Performance Culture
      Encouraging Employee Empowerment
     Promoting Improved Communication Between Teams
      Identifying Areas for Development
     Establishing Positive Incentives for Good Work
      Setting Appropriate Expectations for Both Managers and Employees
    Nature/ Characteristics

     Concerned with inputs and values


     Continuous and flexible process
     Measures outputs of delivered performance
     Based on the principle of management by contract and agreement
     Focuses on future performance planning and improvement
    Importance

     It Provides a Look into the Future


     Helps Create Development and Training Strategies
      Provides Clarity in the Organization
      Provides the Opportunity for Exchanging Feedback
     Increases Employee Retention
     Boosts Employee Engagement
      It helps in boosting employee productivity and engagement
     Helps to enforce goal setting and achievement
    Benefits

     Highlights training needs


     Boosts morale
     Helps with identifying the right employees for promotion
      Helps define career paths
     Increases employee retention
      Supports workforce planning
     Delivers greater employee autonomy
      Improves accountability
    Factors Affecting PM

     Ability of manager to mobilize the organization.


     Effectively communicating the roles, duties and responsibilities of all such individuals
    who are the participants in the process of bringing about change.
     Transparency and Simplicity
     Practicality and Participation
     Equality and Objectivity
    Is Performance Mgt and Performance
    Appraisal same?

     Both are different concepts


     PM is a broader term and includes appraisal as the part of performance system
     Performance appraisal is a systematic description of an employee's strength and weakness
     Thus, performance appraisal is an important concept of performance management
    Difference between

    Performance Management Performance appraisal


     Stresses on mutual objective setting through a  Focus is on top-down assessment
    process of joint dialogue
     Continuous reviews are performed  Performed annually
     Usage of ratings is less common  Usage of ratings is very common
     Focus is on quantifiable objectives, values and  Focus is on traits
    behaviors
     Flexible system  Monolithic system
     Is not directly linked with pay  Are very much linked with pay
    THANK YOU

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