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Performance planning

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Performance planning

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Performance planning

  1. 1. PERFORMANCE PLANNING
  2. 2. FOUNDATION OF PERFORMANCE PEOPLE CAN & WILL PERFORM BETTER WHEN THEY:  KNOW & UNDERSTAND WHAT IS EXPECTED OF THEM: (GOALS)  HAVE BEEN ABLE TO TAKE PART IN FORMING THE GOALS (PARTICIPATION)  GET SUPERVISION, SUPPORTS, & RESOURCES: (ENABLING CONDITIONS)  GET FEEDBACK ON THEIR PERFORMANCE: (APPRAISAL)  ARE ENABLE TO ACHIEVE THE GOALS: (DEVELOPMENT)  HAVE POSITIVE CONSEQUENCES FOR PERFORMANCE: (REWARDS)
  3. 3. PERFORMANCE MANAGEMENT SYSTEM (PMS) • PLANNING PERFORMANCE • MAINTAINING PERFORMANCE & DIAGNOSING PERFORMANCE PROBLEM • APPRAISING PERFORMANCE • REWARDING PERFORMANCE • DEVELOPING PERFORMANCE
  4. 4. The PM cycle in organizations 8. Prepare development plans 1. Analyze JD & choose PA criteria 5. Appraise performance against expectations 4. Monitor, assist & control performance 3. Plan to perform the task 2. Set targets & communicate expectations 7. Make personnel decisions 6. Review & provide feedback
  5. 5. PERFORMANCE PLANNING IT IS A PROCESS THAT INVOLVES:  SETTING OF PERFORMANCE GOALS TO BE ACHIEVED;  IDENTIFICATION OF PERFORMANCE REQUIREMENTS TO ACHIEVE GOAL, AND  IDENTIFICATION OF COMPETENCIES AND CONDITIONS TO PERFORM
  6. 6. GOAL SETTING • REVIEW ORGANIZATIONAL & UNIT PERFORMANCE GOALS • REVIEW JD & JS OF CONCERNED EMPLOYEE/ TEAM • IDENTIFY KEY RESULT AREAS (KRAS) • IDENTIFY PERFORMANCE MEASURES OR INDICATORS • SET GOALS/ STANDARDS • IDENTIFY PERFORMANCE COMPETENCIES & ATTRIBUTES • FORMULATE WORK PLAN
  7. 7. KEY RESULT AREAS (KRAS) PRIORITY AREAS OF PERFORMANCE IN TERMS OF THE RESULTS OR OUTPUTS EXPECTED OR DESIRED SIGNIFICANT ACHIEVEMENTS REQUIRED  EXAMPLES OF SOME IMPORTANT GENERAL KRAS:  CUSTOMER SERVICE  ORGANIZATIONAL & STAFF DEVELOPMENT  EMPLOYEE SATISFACTION
  8. 8. PERFORMANCE MEASURE AN INDICATOR OF PERFORMANCE THAT MEASURES WHETHER AND TO WHAT EXTENT THE OBJECTIVE HAS BEEN ACHIEVED. MEASUREMENT CRITERIA:  QUANTITY (HOW MUCH/ MANY)  TIME (HOW SOON/ BY WHEN)  COST (WITH WHAT RESOURCE)  QUALITY (HOW WELL)
  9. 9. PERFORMANCE GOAL/TARGET THE PLANNED OUTPUT/ OUTCOME/ RESULT TO BE ACHIEVED WITHIN A GIVEN PERIOD OF TIME. TYPES a. OUTPUT TARGETS b. DEVELOPMENT TARGETS
  10. 10. WHY PERFORMANCE GOAL SETTING?  WHAT GETS MEASURED IS GET DONE  IF YOU DON’T MEASURE RESULTS, YOU CAN’T TELL SUCCESS FROM FAILURES  IF YOU CAN’T SEE SUCCESS, YOU CAN’T REWARD IT  IF YOU CAN’T REWARD SUCCESS, YOU ARE PROBABLY REWARDING FAILURE  IF YOU CAN’T SEE SUCCESS, YOU CAN’T LEARN FROM IT  IF YOU CAN’T RECOGNIZE FAILURE, YOU CAN’T CORRECT IT  IF YOU CAN DEMONSTRATE RESULTS, YOU CAN WIN

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