Koray kırdinli hr performance managegement e mba project

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  • 1. HUMAN RESOURCES PERFORMANCE MANAGEMENT MBA Expertise Project Presentation KORAY KIRDİNLİ
  • 2. INDEX 1. Performance Management 2. Performance Appraisal 3. Performance Management In Kuveyt Turk
  • 3. 1. PERFORMANCE MANAGEMENT Human Performance : in an organisation is the set of task which is assigned to the employees and how the employees can achieve these tasks properly. Performance Management : is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance Management system includes : • Develop clear job descriptions. • Select appropriate people with an appropriate selection process. • Negotiate requirements and accomplishment-based performance standards, outcomes, and measures. • Provide effective orientation, education, and training. • Provide on-going coaching and feedback. • Conduct quarterly performance development discussions. • Design effective compensation and recognition systems that reward people for their contributions. • Provide promotional/career development opportunities for staff. • Assist with exit interviews to understand why valued employees leave the organization.
  • 4. Perfomance Management Components 1- Performance Standards : Establishment of organizational or system performance standards, targets and goals and relevant indicators to improve public health practice. 2- Performance Measures :Application and use of performance indicators and measures. 3- Reporting of Progress : Documentation and reporting of progress in meeting standards and targets and sharing of such information through feedback 4- Quality Improvement : Establishment of a program or process to manage change and achieve quality improvement in public health policies, programs or infrastructure based on performance standards, measurements and reports.
  • 5. 2. PERFORMANCE APPRAISAL Performance appraisal is very important to achieve the organisation’s goals because employee performance directly affects the organisation’s performance in a bad or good way. Moreover, in fair and well-designed performance appraisal system help employees to motivate and work better for the company. It also helps to increase the personal improvement of the employees. Identification; means determining what areas of work the manager should be examining when measuring performance. Measurement; is the center part of the appraisal system, entails making managerial judgements of how good or bad employee performance was. Management ; is the overriding goal of any appraisal system. Appraisal should be more than a past-oriented activity that criticizes or praises workers for their performance in the preceding year.
  • 6. THE PURPOSE OF PERFORMANCE APPRAISAL The purpose of the performance appraisal should not be to arrange employees best to worst. The main purpose should be to understand the what company expect from employees exactly. With a clear understanding, it should provide to accomplish the objectives by all the employees and incrase the employee motivation. Generally, performance appraisal gives supervisors clues to decide promotions, bonuses, salary increases etc. By the help of performance appraisal system, employee motivation increases. Specifically, the process is intended to provide a systematic framework for documenting performance by serving to:     Assess work performance and service to patrons Establish levels of performance for any merit pay that may be available Clarify expectations Establish and evaluate goals and integrate them with the mission of the library  Encourage individual initiative and creativity  Assist in continuing professional development and  Foster communication
  • 7. RATERS & RATEES In companies, if there is a performance management system, supervisers or managers evaluate the employee performances. We call supervisors or managers raters, because they score the employee performance by using some tecniques. They give employees some targets to reach and at the end of the performance period, they observe if the employee can reach the target. The employees who are rated by the rater called ratee. Common Rater Errors Leniency Error Severity Error Central Tendency Error A rater consistently rates employees at the high end of the scale. A rater consistently rates all employees at the low end of the scale. A rater consistently rates employees at the scale midpoint. A rater's evaluation of an employee on one performance Halo Error dimension creates an overall positive or negative İmpression that drives ratings on other dimensions. Recency Error A rater's evaluation is heavily influenced by the employee's most recent performance. A rater's evaluation of an average employee is boosted Contrast Error after rating a poor employee or lowered after rating an excellent employee. Similar-to-me Error A rater's evaluation of an employee is inflated because
  • 8. 3. THE PERFORMANCE MANAGEMENT IN KUVEYTTURK Kuveyt Turk HR department has a strategic role in bank. Human Resources execute original Human Resources Programs which prioritize Employee Satisfaction, have an approach to 2014 vision, contribute to the production of effective results in the strategic decisions of the bank, are in coordination with the branches and units in line with the objectives of bank’s institution and ground on communication and sharing. On the basis of a wage policy according to not individual but performance, wage management system motivates employees and aims at enabling employees to perform above their goals, identify the employees at different performance levels and ensure a performance based wage calculation. The structure of wage calculation is considered as “Total Wage Package” comprising of Salary, Cash Allowances, Performance Premium and other supplementary payments.         Performance Premium, Institution-contributed Individual Pension Payment (AİLEM), Private Health Insurance which covers spouse and children, Foreign language benefit, Social benefits in case of marriage, birth, death, etc. Service or transportation benefit, Clothing benefit, Opportunity to do a master’s degree at contracted universities with discounts special for Kuveyt Turk employees  Opportunity to go abroad for education
  • 9. PERFORMANCE DEVELOPMENT PROCESS There are three main part of performance development process in Kuveyt Turk: I. II. III. Planning Period Continuous Monitoring and Feedback Development Review
  • 10. I. PLANNING In planning period, performance plan is generated for all employees. Supervisors and employees generate a performance plan for the new period in a coordination. They determine the personal objectives and competencies. Development plan defines competencies and developments about the current position or new position. Supervisors and employees work on past and future period objectives and competencies and they create a new development plan together. During the period, they follow the defined activities regularly. After objectives, competencies and the development plan are defined, they come together to clarify the expectations and future period negotiations. This meeting also called “Agreement Meeting”. Every period a performance appraisal form created by the supervisors and employees as a result of joint work. This form contains two part mainly.  Objectives  Competencies
  • 11. II. PERFORMANCE EXECUTION In the planning period the competencies and objectives are defined and in the performance execution period supervisors should observe the current performance of the employees during the year. In this period performance of employee should be monitored and get feedback regulary. Supervisors should also support and guide employees for improvement. The monitoring tools:  Budget Reports / Portfolio Reports / Branch Department Reports  Surveys  Unofficial interview informations  Assesments  Quality Elements  Time Sheets  Complaint Records  Supervisor Observations  Audit Results Kuveyt Turk uses STAR summation technique in their interviews. It is believed that the most fair and effective method for evaluate the performance of the employee is STAR technique. STAR Technique : It pays to prepare well for applications and interviews and you will undoubtedly be asked to demonstrate experience and skills by talking about what you have done.
  • 12. STAR Technique Kuveyt Turk uses STAR summation technique in their interviews. It is believed that the most fair and effective method for evaluate the performance of the employee is STAR technique. STAR Technique : It pays to prepare well for applications and interviews and you will undoubtedly be asked to demonstrate experience and skills by talking about what you have done.
  • 13. III. PERFORMANCE APPRAISAL At the end of the year, supervisors give the final grades of the employees by comparing the expected and actual objectives and competencies in the development plan. All behaviours and tasks of employees are evaluated and supervisor gives the final performance score in the last quarter of the year. Scale Score Definition Perfect %115 and above 5 Actual is very above the objectives Very Successful %105 - %115 4 Actual is above the objectives Successful (+) %101 - %105 3.5 Fully success the objectives Successfull %96 - %100 3 Highly success the objectives Successfull (-) %90 - %95 2.5 Partially success the objectives Poor %70 - %90 2 Below the partially success the objectives Very Poor %70 and below 1 Can not success the objectives
  • 14. THANKS QUESTIONS? Koray Kırdinli http://www.koraykirdinli.net