PERFORMANCE

MANAGEMENT

MODULE 2
•Performance management is
a PERFORMANCE
process MANAGEMENT
that enable
employees to perform their
roles to the best of their
abilities with the aim of
achieving or exceeding
established targets within the
framework of organisational
objectives.
 PERFORMANCE MANAGEMENT

• Performance management includes activities

such as joint goal setting, continues progress
review , frequent communication , feedback ,
coaching for improved performance ,
implementation of the employees development
programme and rewarding achievement.
 PERFORMANCE MANAGEMENT SYSTEM
INCLUDES THE FOLLOWING ACTIVITIES
1. Developing clear job description
2. Selection of right set of people
3. Negotiating requirement for performance standards for
measuring the outcome
4. Provide continues coaching and feedback
5. Identify the training and development needs by measuring
the outcome achieved.
 PERFORMANCE MANAGEMENT SYSTEM
INCLUDES THE FOLLOWING ACTIVITIES

6. Designing effective compensation and reward system

and recognise those employees who exceeds the target.
7. Provide guidelines to employees.
8. Holding quarterly performance development
discussions
9. Perform exit interview for understanding the feeling of
outgoing employees.
 OBJECTIVES OF PERFORMANCE
MANAGEMENT

1. To establish a high performance culture

2. To match individual objectives to organisational objective
3. To development individuals with required competencies
and commitment
4. To identify performance requirement and provide regular
feedback
5. Assist the employees in their career development
6. To enable the employees towards achievement of
superior standards.
7. To provide proper motivation and training
8. To implement an effective reward system
9. To promote a two way communication system between
superior and employees.
10. Identify barriers to effective performance and resolve it.
 CRITICAL SUCCESS FACTORS

• Critical Success Factor (CSF) analysis is a strategic

management technique that helps identify the key
factors necessary for the success of a specific project,
initiative, or, in this case, managerial performance.
When applied to managerial performance, CSF analysis
can help organizations focus on the essential elements
that drive effective leadership and management
 CSF ANALYSIS OF MANAGERIAL
PERFORMANCE:
• Identify Key Objectives: Begin by clearly defining the objectives and goals you
want to achieve with your managers. These objectives could be related to
employee productivity, team morale, revenue growth, or any other relevant
aspect of organizational performance.

• Gather Data: Collect data and information related to managerial performance.

This can include performance metrics, feedback from subordinates and peers,
self-assessment, and performance reviews.
• Identify Key Success Factors: From the data you've gathered, identify the factors that
have the most significant impact on achieving the defined objectives. These are the
critical success factors specific to managerial performance. They might include:

 Communication skills
 Decision-making abilities
 Problem-solving skills
 Leadership and team-building skills
 Time management and organizational skills
 Adaptability and flexibility
 Goal setting and strategic thinking
 Motivation and employee engagement
 Conflict resolution skills
 Prioritize CSFs: Not all CSFs are equally important. You should prioritize them
based on their impact on achieving the defined objectives. You can use methods
like the Pareto principle (80/20 rule) or a weighted scoring system to rank them.

 Develop Metrics: Establish measurable metrics or key performance indicators

(KPIs) for each CSF. These metrics should be specific, measurable, achievable,
relevant, and time-bound (SMART).

 Set Targets: Define specific performance targets for each CSF. This will provide
managers with clear expectations and goals to work toward.

 Monitor and Evaluate: Continuously monitor and evaluate the performance of

managers against the established KPIs and targets. Regular feedback and
performance reviews are essential in this process.
• Adjust and Improve: Based on the results of the monitoring and evaluation, make necessary adjustments and
improvements. This might involve providing additional training, coaching, or resources to help managers
improve their performance.

• Communicate and Align: Ensure that the organization's overall strategy and objectives align with the CSFs
for managerial performance. Communication is crucial to ensure everyone is working toward the same goals.

• Celebrate Successes and Learn from Failures: Recognize and celebrate achievements when managers meet or
exceed their targets. Use failures as opportunities to learn and make improvements in the CSFs and the
overall management approach.

• CSF analysis of managerial performance is an ongoing process that can help organizations optimize their
leadership and management capabilities. It ensures that the most critical factors are addressed and that
managers are equipped with the skills and tools they need to succeed.
 BUSINESS SYSTEM ANALYSIS

• Business system analysis is the

surveying and evaluation of
different processes and systems
in a business
• Analysis of business system and
communication between IT and
business department
• A person who analyse business
system is called system analyst
• Business analysist is:
• To study a business model
• Break it down to smaller bits of tangible information
• Understand how they should be processed
• Understand the architecture behind different software
solutions and way that they can be customized
 IMPORTANCE

1. Vital component of any successful business

2. It should be possible to rid company of any communication issue
3. Translate the business plan of a company into tangible pieces of information
4. Make information into documents and diagrams
5. Possible to increase productivity of company through enhanced
communication
6. No worry about missing deadlines due to communication issue
7. System analyst can recommend the most suitable web application to a
business
MANAGEMENT STYLES AND PERFORMANCE

• Management styles refer to the specific methods and

philosophies managers use when leading and
supervising their teams.
• Examples of these styles include the way managers make
decisions, plan and organise work, reward performances,
perform disciplinary actions and exercise their authority.
• Using a style that suits your personality, talents,
strengths and weaknesses is an important part of
developing your effectiveness as a manager.
 10 TYPES OF MANAGEMENT STYLE

• 1. Authoritative

• 2. Consultative
• 3. Democratic or participative
• 4. Laissez-faire
• 5. Persuasive
• 6. Transformational
• 7. Collaborative
• 8. Transactional
• 9. Pace-setting
• 10. Coaching