PERFORMANCE MANAGEMENT
PROCESS
Muhammad Haneef
MBA, III Sem
PERFORMANCE MANAGEMENT PROCESS
• In theory, The Performance Review Process
can be thought of as positive interaction b/w
“coach” and an employee, working together
to achieve maximum performance. In
reality, it’s more like finding a dead squirrel
in your backyard and realizing the best
solution is to fling(throw) it onto your
neighbor’s roof.
Scott Adams(The Dilbert Principle)
PERFORMANCE MANAGEMENT PROCESS
Prerequisites
Performance
planning
Performance
execution
Performance
Assessment
Performance
Review
Performance
Renewal &
Recontracting
PERFORMANCE MANAGEMENT PROCESS
1. Prerequisites
2. Performance planning
3. Performance execution
4. Performance Assessment
5. Performance Review
6. Performance Renewal & Recontracting
Prerequisites
• [Link] of the orgn’s mission and
strategic goals
• 2. Knowledge of the job in question
[Link] of the orgn’s mission and strategic goals
• Mission
• A mission is a statement, which outlines the
fundamental purpose of the organization
Strategic goals
It is the result of strategic planning: Strategy is a
Purpose for existing commitment
to undertake
future position
one set of
Goals to achieve
action rather
Strategies to achieve them than another
• Once the mission & [Link] have been set
it should be cascaded(flow) downward
If there is any lack of clarity regarding
goals or
relationship b/w orgn’s M & S and
unit’s M & S
There’ll be the lack of clarity of responsibility
& goals can’t be achieved.
2. Knowledge of the job in question
• Through job analysis
Job analysis
Job specification
• Systematic process of determining the knowledge,
skills & abilities(KSA) required for performing jobs in
an organization.
Job description
• Systematic investigation of the tasks , duties and
responsibilities necessary to do jobs .
Job Analysis: A Basic Human Resource Management Tool
Human Resource Planning
Tasks Responsibilities Duties Recruitment
Selection
Training and
Development
Job Descriptions
Performance Appraisal
Job Compensation and
Analysis Benefits
Job Specifications
Safety and Health
Employee and Labor
Relations
Legal Considerations
Knowledge Skills Abilities Job Analysis for Teams
[Link] planning
• Performance planning discussion includes
Results
Behaviors
Development plan
[Link]
• Out comes of an employee’s performance
• It is to be discussed that:
• Key accountabilities(areas) /Job descriptions
• Specific objectives(goals)
• Performance standards
It is a yardstick to check how well
achieved the objectives
[Link]
• This discussion because mere results may give the
incomplete picture.
eg. Sales figure may be affected by the sales territoty
It includes:
• Competencies i.e KSAs
eg. Customer service
written/ oral communication
Creative thinking
convincing etc..
3. Development plan
• Identifying areas which need improvement &
• setting the goals to be achieved in each area.
• It includes both Results &Behaviors
[Link] Execution
Responsibilities of employee
[Link] to goal achievement
[Link] performance feedback & coaching
[Link] with supervisor
[Link] & Sharing performance data
[Link] for performance reviews
Performance Execution
• [Link] to goal achievement
• Employee must be committed to the goals
that were set.
• One way to enhance the commitment is to
allow employee to be active participant in goal
setting
Performance Execution
• [Link] performance feedback & coaching
• Employee should take proactive role in
seeking feedback
• Should not wait until a serious problem
develops for coaching
Performance Execution
• [Link] with supervisor
• Supervisors are busy
• The burden is on employees openly &
regularly
Performance Execution
[Link] & Sharing performance data
• Regular updates on progress
In terms of results & behaviors
[Link] for performance reviews
He should not wait until the end of review cycle approaches
Employee has to prepare for review by
ongoing & realistic Self appraisal
It helps to take immediate corrective action
Performance Execution
Responsibilities of supervisor
[Link] & documentation
[Link]
[Link] & coaching
[Link]
[Link]
Performance Execution
• [Link] & documentation(collection and
classification of information)
Supervisor must observe & document the
performance on daily basis
It is to keep track of examples of good & bad
performance
Performance Execution
[Link]
Orgn’s goals may change,
It is impt to update & revise the
Initial objectives
Standards
Key accountabilities(results)
Competency areas(behaviors)
Performance Execution
[Link] & coaching
Feedback on progression towards goals
Coaching to improve performance
On regular basis & b4 review cycle
Performance Execution
[Link]
He should provide enough resources &
opportunities for devlpmntl activts
Should encourage to participate in
Training
Classes
Special assignments etc..
Performance Execution
[Link](strengthen or support )
He has to reinforce effective behavior & progress
toward goal
He has to give the remedy for negative
performance
Performance problem must b taken into care,
diagnosed & steps to b taken sooner
Performance Execution
Responsibilities of employees
[Link] to goal
Respnsblts of supervisors
achievement [Link] &
documentation
[Link] performance
feedback & coaching
[Link]
[Link] with
supervisor
[Link] & coaching
[Link] & Sharing
performance data [Link]
[Link] for performance
reviews [Link]
[Link] Assessment
Self appraisal
Both employee & supervisor take ownership
Both fill the appraisal forms
Whether the
desired results have been achieved
desired behaviors have been displayed
Goals stated in the development plan have been achieved
It increases the employee ownership & commitment
It gives impt information to the performance review
[Link] Review
The meeting b/w managers & employees
Appraisal meeting
Often regarded as ‘Achilles’ = heel of the entire process
It is the review of past
Effective appraisal meeting focuses on present &
future also
present – changes in compensation that may result from
the results obtained
Future – dvlpmntl plans expected to achieve by next
review
Performance Renewal & Recontracting
• Similar to performance planning stage
• It uses information gathered during the review
to make adjustments as needed
