Pefromance Management

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Insights Of Performance Mnagement. A research based analytical side of Perfromance Management rather than conventional one.

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Pefromance Management

  1. 1. Insights Of Performance Management <br />By: Syed Shahzad Ali <br /> An HR Expert in Pakistan<br />
  2. 2. 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 />
  3. 3. HOW TO MANAGE THE PERFORMANCE MANAGMENT THROUGT THE YEAR?<br /><ul><li>Frequent coaching, mentoring, feedback, and communication
  4. 4. Employees execute their IDPs.
  5. 5. Performance is monitored & gaps are addressed
  6. 6. Collaborative two-way process</li></ul>Syed Shahzad Ali - HR Expert in Pakistan <br />
  7. 7. 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 />
  8. 8. 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 />
  9. 9. 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 />
  10. 10. 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.
  11. 11. 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 />
  12. 12. 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 />
  13. 13. 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 />
  14. 14. 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 />
  15. 15. The Gallup Organization defines three types of employees;<br /><ul><li>26% are engaged, loyal, and productive
  16. 16. 55% are not engaged – just putting in time
  17. 17. 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 />
  18. 18. Suicide<br />
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