7 MANAGING PEOPLE Performance Management MATHISHA HEWAVITHARANA - - PowerPoint PPT Presentation

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7 MANAGING PEOPLE Performance Management MATHISHA HEWAVITHARANA - - PowerPoint PPT Presentation

Aug 24, 2023 204 likes •447 views

7 MANAGING PEOPLE Performance Management MATHISHA HEWAVITHARANA Managing Human Resources MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer 14 th edition (UK), Practicing Marketer (SL), ACMA, CGMA CIMA (UK),

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PowerPoint Presentation by Charlie Cook The University of West Alabama

Managing Human Resources

Bohlander • Snell

14th edition

MANAGING PEOPLE

Performance Management

MATHISHA HEWAVITHARANA

MBA (Col),BBA Sp.Mktng (Col), PPG DIP. In Mktng (UK), MCIM (UK), Chartered Marketer (UK), Practicing Marketer (SL), ACMA, CGMA CIMA (UK), DBF (IBSL), AIB (IBSL), MSLIM(SL),

Head of Marketing - Siyapatha Finance PLC

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Chapter Contents

Summarized Chapter Contents:

1. What is Performance Management 2. Performance Appraisal Programme 3. Performance Appraisal Methods 4. Performance Appraisal Interviews

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Chapter Contents

Summarized Chapter Contents:

1. What is Performance Management 2. Performance Appraisal Programme 3. Performance Appraisal Methods 4. Performance Appraisal Interviews

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  • Performance management is a Systematic Process for improving

individual, team and organizational performance.

  • Performance management is a process that provides both the

manager and the employee (the person being supervised) the chance to determine the shared goals that relates to the overall goals of the company by looking into employee performance.

  • Performance management is a means of getting better results by

managing performance within an agreed framework of goals, standards and competence requirements.

Performance Management

What is Performance Management:

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Chapter Contents

Summarized Chapter Contents:

1. What is Performance Management 2. Performance Appraisal Programme 3. Performance Appraisal Methods 4. Performance Appraisal Interviews

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  • "Performance appraisal is systematic evaluation of the individual with

respect to his or her performance on the job and his or her potential for development".

  • "Performance appraisal is a formal, structured system of measuring

and evaluating an employees job, related behavior and outcomes to discover how and why the employee is presently performing on the job and how the employee can perform more effectively in the future so that the employee, organization, and society all benefit."

  • The main objective of performance appraisals is to measure and

improve the performance of employees and increase their future potential and value to the company.

Performance Management

What is a Performance Appraisal Program:

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  • Setting goals to Align with Corporate Direction
  • Setting Standards & Expectation to Suite organizational & Individual

Goals

  • On-going Performance Feedback
  • Performance Appraisal
  • Performance Review Session
  • Related Decision Making

Performance Management

Steps in the Performance Management Process:

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  • In Performance Appraisal, All of an organizations individuals are

reviewed at the same time of the year .

  • Performance appraisal is a more limited approach which involves

managers making top-down assessments and rating the performance

  • f their subordinates at an annual performance appraisal meeting.

Performance Management

Performance Appraisal Programs:

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  • Performance Appraisal thus is a systematic and objective way of

judging the relative worth of ability of an employee in performing his task.

  • Performance appraisal helps to identify those who are performing their

assigned tasks well and those who are not and the reasons for such performance.

Performance Management

Purposes of Performance Appraisal Programmes:

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  • Overall purposes of a Performance Appraisal can be divided in to two

categories;

Performance Management

Purposes of Performance Appraisal Programmes:

DEVELOPMENT PURPOSE ADMINISTRATIVE PURPOSE To Provide performance Feedback To Promote employees To Identify Individual Strengths & Weaknesses To determine Transfers and Employee Movements To Recognize Individual Performance achievements Identify Performance Problems & to rectify them To Identify Individual Training Needs To Make Retention, Termination & Layoff Decisions To Determine Organizational training Needs To Evaluate Training Programmes To Reinforce Authority Structure To Make Rewarding & Compensation Decisions

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  • Inadequate Preparation for the Process
  • Lack of Proper Communication at the Beginning of the Period
  • Lack of real Understanding about the subordinates Performance
  • Personnel Bias
  • Lack of a proper performance evaluation mechanism
  • Not creating an open two way communication
  • Poor Feedback Monitoring Mechanism
  • Lack of Awareness & Communication

Performance Management

Reasons for the failure of Performance Appraisals:

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  • Setting Performance standards?
  • Strategic Relevance

Standards of an appraisal must be related to the strategic objectives of the

  • rganization
  • Criterion

Whether it captures the entire range of employee performance

  • Criterion Contamination

Whether factors are beyond the control of the employee

  • Reliability

Stability or Consistency of standards

  • Complying with the Law

Performance Management

Developing an Effective Performance Appraisal Programme:

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  • Appraising the employee Performance
  • Manager / Supervisor
  • Self-Appraisal
  • Subordinate Appraisal
  • Peer appraisal
  • Team Appraisal
  • Customer Appraisal
  • 360 o Appraisal (Subordinates/ Peers/ Supervisors/ Customers)
  • Training Appraisers
  • Establishing an Appraisal Plan
  • Eliminating Rater error
  • Feedback training

Performance Management

Developing an Effective Performance Appraisal Programme:

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Chapter Contents

Summarized Chapter Contents:

1. What is Performance Management 2. Performance Appraisal Programme 3. Performance Appraisal Methods 4. Performance Appraisal Interviews

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  • Trait Methods

These are designed to measure the extent to which an employee possesses certain characteristics (Creativity, initiative, Leadership etc..) that are recognized as important for the job.

  • Graphic Rating Scales
  • Mixed Standard Scales

Performance Management

Performance Appraisal Methods:

Each employee is rated according to a scale of characteristics Based on comparison with a standard ( better / Equal / Worse)

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  • Forced Choice Method
  • Essay Method

Performance Management

Performance Appraisal Methods:

This requires the Rater to choose from statements designed to distinguish between successful and unsuccessful performance This requires the Rater to compose a statement describing employee behavior

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  • Behavioral Method
  • Critical Incident Method
  • Behavioral Checklist method
  • Behavior Observation Scale

Performance Management

Performance Appraisal Methods:

An Unusual event that denotes superior or inferior employee performance in some part of the job. A List of behaviors that the rater believes as characteristics of employee performance is checked. In this performance appraisal, it measures the frequency of observed behavior. BOS is designed to measure how frequently each of the behavior has been observed.

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  • Behavioral Method
  • Behaviorally Anchored Rating Scales (BARS)

Performance Management

Performance Appraisal Methods:

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  • Results Methods
  • Productivity Measures
  • Management by Objective (MBO)
  • Balance Scorecard

Performance Management

Performance Appraisal Methods:

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Chapter Contents

Summarized Chapter Contents:

1. What is Performance Management 2. Performance Appraisal Programme 3. Performance Appraisal Methods 4. Performance Appraisal Interviews

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Performance Appraisal Interviews can be in Three Types ;

  • Tell & Sell Interview
  • Tell & Listen Interview
  • Problem Solving Interview

Performance Management

Performance Appraisal Interviews:

Persuading an employee to change in a prescribed manner Strongly communicating the Strengths and Weaknesses of the employee at first and then will be listened to the employee to know how he feels. Listening, Accepting & Responding to employee feelings.

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General Guidelines of Conducting Appraisal Interviews;

  • Ask for a self Assessment
  • Invite Participation
  • Express Appreciation
  • Minimize Criticism
  • Change the Behavior not the Person
  • Focus on Solving Problems
  • Be Supportive
  • Establish Goals
  • Follow up Day to Day

Performance Management

Performance Appraisal Interviews:

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PowerPoint Presentation by Charlie Cook The University of West Alabama

Managing Human Resources

Bohlander • Snell

14th edition

THANK YOU !

0773 – 29 20 29 mathihewa@yahoo.com