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Insights Of Performance Management <br />By: Syed Shahzad Ali <br /> An HR Expert in Pakistan<br />

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Performance Management Plan <br />Goal / Business KPIs Setting <br />The IDP (Individual Development Plan) should support and align with organizational and departmental goals.<br />Coaching and informal Feedback<br />Performance Evaluation<br />Performance-based Rewards<br />Appeal Mechanism<br />Goals should be “SMART”: Specific,<br />Measurable,<br />Attainable, Relevant, and<br />Time-bound.<br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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HOW TO MANAGE THE PERFORMANCE MANAGMENT THROUGT THE YEAR?<br /><ul><li>Frequent coaching, mentoring, feedback, and communication

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Employees execute their IDPs.

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Performance is monitored & gaps are addressed

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Collaborative two-way process</li></ul>Syed Shahzad Ali - HR Expert in Pakistan <br />

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Facts About Goal Setting In Performance Management <br />“95% of workers are unaware of their employer’s specific business objectives and what they can do to help achieve them” – HR Tech<br />“ A mere 7% of employees today fully understand their company’s business strategies and what is expected of them in order to help achieve organization’s goals”.<br /> - Harvard Business School Press<br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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9–5<br />Performance Can Be Enhanced<br />Performance can be enhanced when employee :<br />recognizes the gap between his performance and the expected performance, <br />demonstrates both desire and determination to close the gap, and <br />shows reasonable and steady progress. <br />when people and their talents are well-matched to their positions. <br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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Performance Can Be Enhanced<br />Most leaders spend 80% of their time with their poor performers and 20% with their good performers – consider what happens to business performance when this is reversed.<br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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9–7<br />Performance Can Not Be Enhanced<br />There are two conditions under which employees' performance cannot be enhanced or improved<br /><ul><li>The first is that they are unable to perform—i.e., they lack the ability to do the work.

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The second is that they are unwilling to perform —i.e., they choose not to do the work.</li></ul>Syed Shahzad Ali - HR Expert in Pakistan <br />

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Remedy for Performance Can Not Be Enhanced :<br />Should not to rush to judgment. first consider three performance-related factors that are management's responsibility: <br />Do the employees know what to do? If not, the issue is communication, not performance. <br />Do employees know how to do the job? If not, there is a training issue.<br /> Are there obstacles to performance such as lack of proper tools or equipment? <br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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9–9<br />The eight key drivers of employee performance are, (in order of importance<br />Provide regular informal performance feedback <br />Encourage all of your employees to take reasonable and calculated risks. ( creativity & Initiatives)<br />Be there to support your employees .<br />Provide regular formal performance reviews <br />Ensure all employees are clear about the required performance standard, communicate this standard regularly and have candid discussions with your employees<br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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9–10<br />The eight key drivers of employee performance are, (in order of importance<br />As a leader be knowledgeable about your employee performance and share your knowledge with your employees.<br />Provide your employees with the opportunity to work on the things that they do best, this might mean you have to change some jobs a little or you have to give people additional tasks beyond their normal role to work on<br />Provide feedback to your employees that helps them to improve their performance or to do their jobs better. <br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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The Gallup Organization defines three types of employees;<br /><ul><li>26% are engaged, loyal, and productive

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55% are not engaged – just putting in time

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19% are actively disengaged, unhappy, and spreading discontent</li></ul>The right people, in the right roles, with the right management, drive employee engagement.<br />Syed Shahzad Ali - HR Expert in Pakistan <br />

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Suicide<br />