This document discusses the importance of performance management and development systems for organizations. It outlines key objectives of performance management like human resource planning, personnel decisions, and employee feedback and development. Effective systems separate evaluation from development, specify job-related criteria, use multiple ratings, and provide ongoing feedback. New approaches include team and 360-degree appraisals and competency-based systems. Technology now allows for computer monitoring and online evaluations. Strategic performance management aligns systems with organizational lifecycles, strategies, and competitive environments.
5. Comparison Of Performance Management & Performance Appraisal Characteristics Performance Mgt. Performance Appraisal Types of objectives. Emphasis on integrating organizational , team , & individual objectives. Individual Objectives. Types of performance measures. Competency requirements as well as quantified measures. Qualitative & Quantitative. Frequency. Continuous review with one or more formal reviews in a year. Annual appraisal. Rating system. Joint or participative process , ratings less common. Top-down system.
6. Comparison Of Performance Mgt. & Performance Appraisal Characteristics Performance Mgt. Performance App. Reward linkage. Does not have direct link to reward. Often linked to pay. Ownership. Owned by line management. Owned by human resource department. Corporate alignment. Integrated business-driven system aimed at organizational & people development. Isolated system not linked to organizational goals. Focus of performance reviews. Future focused. Focus on past performance. Questions asked. What can be done to help employees perform as effectively as possible? How well was the work done?
7. Uses & Objectives Of Performance Management System Objectives of perform. Mgt. sys. Human ResourcePlanning Recruit.& selection Personn-el Decisions Career planning & dev. Feedback , motivation & development. Training & dev. Compensation & reward. Internal employee relation
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10. Types Of Performance Evaluation Criteria Types of evaluation criteria. Trait –based Behavior –based Result –based
11. Sources Of Appraisal Information Sources of appraisal information Customer appraisal App. By manager or supervisor Self-appraisal Team appraisal Peer appraisal Subordinate appraisal
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16. Characteristics of effective Performance Management System SEPERATION OF EVALUATION & DEVELOPMENT APPRAISALE USE OF JOB –RELATED PERFORMANCE SPECIFYING PERFORMANCE STANDARDS FOR EACH CRITERIA USING APPROPRITE PERFORMANCE DATA UPWARD APPRAISALS APPEAL PROCESS USING MULTIPLE RATERS IMPROVING SUPERIOR –SUBORDINATE RELATIONSHIP TOP MGT .SUPPORT & FIT WITH ORGANIZATIONAL CULTURE TRANING RATERS PROVIDING ON GOIN G FEEDBACK EFFECTIVE PERFORMANCE MGT. SYSTEM
17. DEVELOPMENT IN PERFORMANCE MANAGEMENT SYSTEM. Development performance mgt. system Team or work group appraisals Multisource & 360 degree appraisals Assessment Competency based appraisals
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