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Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
Performance management  project for bipd
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Performance management project for bipd

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Performance Management - A project for BIPD

Performance Management - A project for BIPD

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  • 1. Performance ManagementProject for BIPD Certified HR Practitioner Workshop Project for BIPD Certified HR Practitioner Workshop3/30/2012 Prepared by Durga Swetha Palakurthy 1
  • 2. Performance Management Method for improving employee performance through goal setting, feedback, encouragement and support, and rewards for success An iterative process of goal- setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success. Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 2
  • 3. Why Performance Management Provides a chance for employees to ask questions and tell you their sense of what they’ve accomplished. Lets employee know his/her strengths and areas that need improvement. Encourages self management and individual performance It creates a shared understanding of what is required to improve performance and how this will be achieved Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 3
  • 4. Why Performance Management Cont.. Helps to improve employee relations and productivity Serves as an effective retention tool Provides a paper trail for addressing performance or disciplinary problems Demonstrates organization’s commitment to employee success Provides valuable feedback for managers Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 4
  • 5. Some Key Reasons for Appraisal Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 5
  • 6. Common Errors in HandlingPerformance Management Misusing the performance evaluation process to address a disciplinary problem Element of surprise Relying on impressions/rumors, rather than facts Inconsistent application of performance evaluation criteria Interpersonal issues Holding employees responsible for events/problems beyond their control Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 6
  • 7. Common Errors in HandlingPerformance Management Cont.. Failure to prepare for the interview Failure to listen (80-20 ratio) Failure to maintain objectivity Failure to provide feedback— positive and/or corrective Failure to follow-up Failure to document performance – both good and bad Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 7
  • 8. Common Rater Bias Halo/horns effect Contrast effect First impressions Similar-to-me effect Negative and positive leniency tendency Recency effect Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 8
  • 9. Performance Management Cycle Check List: Do you have accurate and current job descriptions for all of your employees? Do your employees have the resources, training and information they need? Are you aware of problems that your employees have right now, for which they need help? Are you giving regular informal feedback? Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 9
  • 10. Performance Appraisal Process Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 10
  • 11. Performance Appraisal process –Plan for the Meeting Review employee’s job description and identifying KRA’s and KPI’s Understand the performance measurement system What to assess: Objectives Behaviors / Values Competencies Review notes from the year Understand employee expectations Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 11
  • 12. Performance Appraisal process –Plan for the Meeting Cont.. Schedule the meeting Notice Location Self-evaluation Appropriate form Comments Supervisory approval Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 12
  • 13. Performance Appraisal process –Conduct the meeting Key Components of Appraisal Colleague/Client Feedback Employee Accomplishments Summary Review of Goals and Accomplishments – Performance Feedback and Appraisal Meeting Goal Setting for upcoming year Development and Learning Plan Overall Performance Summary Merit Recommendations Appraisal document must be consistent, personalized, measurable, result oriented, effort oriented, accurate and timely. Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 13
  • 14. Performance Appraisal process –Conduct the Meeting Cont.. Use SMART criteria to set goals Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 14
  • 15. Performance Appraisal process –Conduct the Meeting Cont.. Review rating system Discuss employee’s self review Let employee talk Avoid Discriminatory Behavior Avoid favoritism Base the appraisal on job-related criteria Base judgments on factual data instead of general impressions Give all employees a clear understanding of their performance standards Maintain good, accurate documentation Be consistent Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 15
  • 16. Performance Appraisal process –Conduct the Meeting Cont.. Don’t make hasty judgments. Be aware of non verbals – yours and the employee’s Don’t be afraid of silence Don’t interrupt when the employee is speaking Use “I” statements Say what you mean Keep it simple and focused Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 16
  • 17. Performance Appraisal process –Follow up Negative (Corrective) Feedback Behavior: State the specific behavior that is unacceptable Effect: Explain why the behavior is un-acceptable Expectation: Tell the employee what you expect to happen to change the behavior Result: Let the employee know what will happen if the behavior continues or changes Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 17
  • 18. Performance Appraisal process –Follow up Cont.. Positive Feedback Behavior: What aspects of the employee’s behavior do you find valuable? Effect: What positive effect does the performance have? Thank You: Where can you find opportunities to use this expression more? The positive feedback should be given frequently , specific with examples Review, Record and Rate the performance Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 18
  • 19. Performance Appraisal process –Follow up- Feedback Use feedback to inform, not to advise – let them decide how to do it. Ask open-ended questions about how they would like to improve over the next year. Agree on mutual goals. Keep the feedback process supportive, not threatening. Be willing to accept feedback too – “How can I best support you in these goals Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 19
  • 20. Summary Prepare for the appraisal discussion Discuss employee’s dreams, goals Set mutual goals; put them in writing Give positive and corrective feedback Use up-to-date job descriptions Evaluate your performance Involve the employee in the discussion Be open, candid and specific Evaluate performance—not personality Sincerely care about your employees Project for BIPD Certified HR Practitioner Workshop 3/30/2012 Prepared by Durga Swetha Palakurthy 20

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