INDUKAKA IPCOWALA INSTIUTUTE OF MANAGEMENTREPORT ON PERFOMANCE MANAGEMENTSubject: HRMSubmitted to: Arpit PatelSubmission Date: 25/4/2012 Prepared by: Kirtan Darji 11pgdm002 Robin Khristi 11pgdm003 Niraj Pandya 11pgdm004 Sapan Pandya 11pgdm005 Hardik Patel 11pgdm006 Ravi Patel 11pgdm009
IntroductionPerformance Management is one of the key processes that, when effectively carried out,helps employees know that their contributions are recognized and acknowledged.Performance management is an ongoing process of communication between a supervisor andan employee that occurs throughout the year, in support of accomplishing the strategicobjectives of the organization. The communication process includes clarifying expectations,setting objectives, identifying goals, providing feedback, and evaluating results. An effectiveperformance management process sets the foundation for rewarding excellence by linkingindividual employee work efforts with the organization’s mission and objectives, theemployee and the organization understand how that job contributes to the organization.Performance management is an overall process which ensures the efficiency of the personnelof the organization and achieving overall goals and objectives. Performance managementbrings focus on overall results, measuring results, focused and ongoing feedback aboutresults, and development plans to improve results. The results measurements themselves arenot the ultimate priority as much as ongoing feedback and adjustments to meet results.Defining performance managementPerformance management can be defined as a strategic and integrated approach to deliveringsustained success to organization by improving the performance of the people who work inthem and by developing the capabilities of teams and individual contributors.To perform well, employees need to know what is expected of them. The starting point is anup-to-date job description that describes the essential functions, tasks, and responsibilities ofthe job. It also outlines the general areas of knowledge and skills required of the employee anemployee to be successful in the job.Performance expectations go beyond the job description. When you think about high qualityon-the-job performance, you are really thinking about a range of expected job outcomes, suchas What goods and services should the job produce? What impact should the work have on the organization? How do you expect the employee to act with clients, colleagues, and supervisors? What are the organizational values the employee must demonstrate? What are the processes, methods, or means the employee is expected to use?
The range of performance expectations can be broad but can generally bebroken into two categories: Results (The goods and services produced by an employee often measured by objectives or standards) Actions & Behaviours (The methods and means used to make a product and the behaviours and values demonstrated during the process. Actions and Behaviours can be measured through performance dimensions.)Performance expectations serve as a foundation for communicating about performancethroughout the year. They also serve as the basis for assessing employee performance. Whenyou and an employee set clear expectations about the results that must be achieved and themethods or approaches needed to achieve them, you establish a path for success.Performance and OrganizationPerformance management is a means of getting better results from the organization, teamsand individuals by understanding and managing performance within an agreed framework ofplanned goals, standards and competence requirements. An effective performancemanagement process sets the foundation for rewarding excellence. By linking individual employee work efforts with the organization’s mission and objectives, the employee and the organization understand how that job contributes to the organization. By focusing attention on setting clear performance expectations (results + actions & behaviours), it helps the employee know what needs to be done to be successful on the job. Through the use of objectives, standards, performance dimensions, and other measures it focuses effort. This helps the department get done what needs to be done and provides a solid rationale for eliminating work that is no longer useful. By defining job-mastery and career development goals as part of the process, it makes it very clear how the current position supports employee growth and the additional opportunities the employee needs to explore. Through regular check-in discussions, which include status updates, coaching, and feedback, it promotes flexibility, allowing you and the employee to identify problems early and change the course of a project or work assignment. By emphasizing that an annual appraisal should simply be a summary of the conversations held between you and the employee during the entire cycle, it shifts the focus away from performance as an ―annual event‖ to performance as an on-going process.
An effective performance management process, while requiring time to plan and implement,can save you and the employee time and energy. Most importantly, it can be a very effectivemotivator, since it can help organization and the employee achieve the best possibleperformance.Performance management and long term goals A clear mission statement understood by all employees Continuous communication of organizational priorities, business plans and progress Presence of systems focusing on quality improvement Clear linkage between performance and rewards Focus on performance of members of all levels Existence of clear, continuously reviewed, performance standards Presence of systems to foster high performance Emphasis on fostering good employee relationsPerformance management and short term goals Specific Measurable Attainable Relevant TimelySpecific – Objectives and standards should let employees know exactly which actions andresults they are expected to accomplish.Measurable – Whenever possible, objectives and standards should be based on quantitativemeasures such as direct counts, percentages, and ratios.Attainable – The objective or standard should be achievable, but challenging, and attainableusing resources available.Relevant – Individual goals, objectives and standards should be in alignment with those ofthe unit and the department in support of the University’s mission.Timely – Results should be delivered within a time period that meets the department andorganization’s needs.
Performance Management Process Employee performance management includes: planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in asummary fashion, and rewarding good performance.The revisions made in 1995 to the Governmentwide performance appraisal and awardsregulations support sound management principles. Great care was taken to ensure that therequirements those regulations establish would complement and not conflict with the kinds ofactivities and actions practiced in effective organizations as a matter of course.Additional background information on performance management can be found in thefollowing articles: In an effective organization, work is planned out in advance. Planning means setting performance expectations and goals for groups and individuals to channel their efforts toward achieving organizational objectives. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done. The regulatory requirements for planning employees performance include establishing the elements and standards of their performance appraisal plans. Performance elements and standards should be measurable, understandable, verifiable, equitable, and achievable. Through critical elements, employees are held accountable as individuals for work assignments or responsibilities. Employee performance plans should be flexible so that they can be adjusted for changing program objectives and work requirements. When used effectively, these plans can be beneficial working documents that are discussed often, and not merely paperwork that is filed in a drawer and seen only when ratings of record are required. In an effective organization, assignments and projects are monitored continually. Monitoring well means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress
toward reaching their goals.Regulatory requirements for monitoring performance include conductingprogress reviews with employees where their performance is compared againsttheir elements and standards. Ongoing monitoring provides the opportunity tocheck how well employees are meeting predetermined standards and to makechanges to unrealistic or problematic standards. And by monitoring continually,unacceptable performance can be identified at any time during the appraisalperiod and assistance provided to address such performance rather than waituntil the end of the period when summary rating levels are assigned.In an effective organization, employee developmental needs are evaluated andaddressed. Developing in this instance means increasing the capacity toperform through training, giving assignments that introduce new skills orhigher levels of responsibility, improving work processes, or other methods.Providing employees with training and developmental opportunities encouragesgood performance, strengthens job-related skills and competencies, and helpsemployees keep up with changes in the workplace, such as the introduction ofnew technology.Carrying out the processes of performance management provides an excellentopportunity to identify developmental needs. During planning and monitoringof work, deficiencies in performance become evident and can be addressed.Areas for improving good performance also stand out, and action can be takento help successful employees improve even further.From time to time, organizations find it useful to summarize employeeperformance. This can be helpful for looking at and comparing performanceover time or among various employees. Organizations need to know who theirbest performers are.Within the context of formal performance appraisal requirements, rating meansevaluating employee or group performance against the elements and standardsin an employees performance plan and assigning a summary rating of record.The rating of record is assigned according to procedures included in theorganizations appraisal program. It is based on work performed during anentire appraisal period. The rating of record has a bearing on various otherpersonnel actions, such as granting within-grade pay increases and determiningadditional retention service credit in a reduction in force.Note: Although group performance may have an impact on an employeessummary rating, a rating of record is assigned only to an individual, not to agroup.
In an effective organization, rewards are used well. Rewarding means recognizing employees, individually and as members of groups, for their performance and acknowledging their contributions to the agencys mission. A basic principle of effective management is that all behavior is controlled by its consequences. Those consequences can and should be both formal and informal and both positive and negative. Good performance is recognized without waiting for nominations for formal awards to be solicited. Recognition is an ongoing, natural part of day-to-day experience. A lot of the actions that reward good performance — like saying "Thank you" — dont require a specific regulatory authority. Nonetheless, awards regulations provide a broad range of forms that more formal rewards can take, such as cash, time off, and many nonmonetary items. The regulations also cover a variety of contributions that can be rewarded, from suggestions to group accomplishments.Where PM is appliedThe PM approach is used most often in the workplace, can apply wherever people interact —schools, churches, community meetings, sports teams, health setting, governmental agencies,and even political settings - anywhere in the world people interact with their environments toproduce desired effects. Armstrong and Baron (1998) defined it as a ―strategic and integratedapproach to increasing the effectiveness of organizations by improving the performance ofthe people who work in them and by developing the capabilities of teams and individualcontributors.‖It may be possible to get all employees to reconcile personal goals with organizational goalsand increase productivity and profitability of an organization using this process. It can beapplied by organisations or a single department or section inside an organisation, as well asan individual person. The performance process is appropriately named the self-propelledperformance process (SPPP).First, a commitment analysis must be done where a job mission statement is drawn up foreach job. The job mission statement is a job definition in terms of purpose, customers,product and scope. The aim with this analysis is to determine the continuous key objectivesand performance standards for each job position.Following the commitment analysis is the work analysis of a particular job in terms of thereporting structure and job description. If a job description is not available, then a systemsanalysis can be done to draw up a job description. The aim with this analysis is to determinethe continuous critical objectives and performance standards for each job.
BenefitsDirect financial gain Grow sales Reduce costs Stop project overruns Aligns the organization directly behind the CEOs goals Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goalsMotivated workforce Optimizes incentive plans to specific goals for over achievement, not just business as usual Improves employee engagement because everyone understands how they are directly contributing to the organisations high level goals Create transparency in achievement of goals High confidence in bonus payment process Professional development programs are better aligned directly to achieving business level goalsImproved management control Flexible, responsive to management needs Displays data relationships Helps audit / comply with legislative requirements Simplifies communication of strategic goals scenario planning Provides well documented and communicated process documentationObjectivesThe objectives of Performance Management are to: 1. Increase two-way communication between supervisors and employees 2. Clarify mission, goals, responsibilities, priorities and expectations 3. Identify and resolve performance problems 4. Recognize quality performance 5. Provide a basis for administrative decisions such as promotions, succession and strategic planning, and pay for performance.
ConclusionPerformance management is concerned with communication and involvement. It createsacclimate in which a continuing dialogue between managers and the members of their teastakes place to define expectations and share information on the organization’s mission valuesand objectives. Like all other systems, performance management systems require continuousreview and change. Every change and corporate goals or strategies requires modifications inoperational priorities while changes in technology or workforce characteristics necessitiesnew ways of working. This means that a performance management system should evolve inresponse to emerging priorities. A vision of an organization is the main concern, and theemployees are the individuals who give a view of the goal. If the overall performance of theorganization is systematic and concerned only then it can achieve its long term and short termgoal with high efficiency and effectiveness.