Performance Planning and Management Process for Managers
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An introduction to the purpose, concepts and components of Performance Planning and Management. We look at tools for both business unit and individual employee performance.
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Performance Planning and Management Process for Managers
- 1. Overview of the Performance Planning and Management Process for Managers Debbie Narver BSc MBA MScIB Strategic Management Instructor
- 2. Create Alignment, Generate Results When each person performs effectively, the business unit performs well When each business unit performs well, the organization excels
- 3. Individual Results Business Unit Results Corporate Results Company X Marketing John Mary CRM Ravi
- 4. Performance Planning and Management skills are essential for those managers that want to generate consistently high results. But it can be a fairly complex topic, with itâs own terminology. And there are different levels, each with different tools. But here, I will cover some of the basic concepts and include some examples.
- 5. What is Performance Planning & Management? (PPM) A continuous process of setting goals, defining targets, measuring and monitoring to generate specific results.
- 6. PPM provides a framework for implementing strategy Breaking down into specific tasks and activities that generate specific results.
- 7. How we will know if we are successful Performance Measures Monitor and evaluate What we will do to be successful Strategic Plan Goals and objectives Purpose (Who we are) Vision/Mission Values
- 8. vision mission values goals objectives strategies performance measures & targets business unit & employee plans Components of the PPM Framework
- 9. VS Performance Planning Performance Management Setting Goals Defining Results Setting Targets Scheduling Reviews Evaluating Results Changing Behaviour Resolving Problems Improving Results
- 10. Managers RoleConnecting your business unit & each employee to the big picture What results must your business unit achieve? What results must each employee achieve? Communicating expectations and results at different levels
- 11. âą Organizational goals âą Decision making Executive âą Planning âą Measuring âą Reporting Manager âą Expectations âą Evaluation âą Feedback Employee
- 12. Tools for Performance Planning and Management While much of the concepts and terminology are the same, you will use different tools for applying at different levels: ï Corporate (organization wide) ï Business unit (Division, Department, Program, etc.) ï Individual Employee
- 14. Usually done annually, although it can vary Goals may be defined by a higher level plan (Division, section, etc.) Must be broken down into specific goals for your business unit Includes performance targets Evaluated regularly: both formal and informal/interim Business Unit Plan
- 15. Element Goal Measure Customer Improve customer satisfaction Percentage of customers responding positively to an independent survey Financial Reduce risk Debt-to-equity, liquidity Internal Process Improve communication Ranking by external expert Learning & Growth Product Innovation Number of new product designs Example of applying Kaplan and Nortonâs Balanced Score Card for Business Unit Planning
- 16. Usually done annually, but it can very Goals should be based on the business unit plan and consistent with Job Description Sets specific results and how results will be measured Sometimes incorporates development (EPDP) Evaluated regularly, both formal (annual?) and informal/interim Employee Performance Plan
- 17. Alignment of JD and Business Unit Plan What goals does the employee support? What specific results? How will it be measured? What do they need to be successful?
- 18. Employee Performance Goals Targets (results, measures, timelines) How it will be done What resources are required
- 19. Set goals Define measurable targets Monitor and motivate Take corrective action Evaluate results Evaluate results for employees and your business unit based on the targets you set out in your planning. Rather than waiting till the end of the year, monitor and take corrective action regularly. This will increase chances for great results and a positive evaluation.
- 20. So that covers a brief introduction to the broad concepts. I hope you found it helpful. In my courses, I lead you through the details on the framework, and the tools for planning and managing performance for your business unit, and for each employees. And we use some examples and case studies to develop your skills. Learn more about my eLearning courses by visiting the NMC Strategic Manager website. Or contact me at debbie@narvermanagement.ca
- 21. Learn more about Performance Planning and Management www.nmcstrategicmanager.com Follow Narver Management Consulting on LinkedIn for regular articles and tips on Strategic Management.