An Overview of Performance Management Systems and Review Process


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An Overview of Performance Management Systems and Review Process

  1. 1. An Overview of PerformanceManagement Systems andReview ProcessBy: Urvashi Singh | | 301-910-8660
  2. 2. What to Expect Definition Elements Roles and Responsibilities Types Review Process Supervisor’s responsibilities Problems Suggestions Audit Q and As | | 301-910-8660
  3. 3. Performance Management SystemPerformance 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 is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization. | | 301-910-8660
  4. 4. Elements of a PerformanceManagement System Pre Employment Interview Employee Orientation Objective Setting Documentation Feedback Appraisal Development Plan Compensation and Promotion Decisions Succession Planning | | 301-910-8660
  5. 5. Roles and ResponsibilitiesTop Management Support the system "Walk the talk" Recognize/reward managers who practice performance managementManagers/Supervisors Implement and sustain the system Communicate system to employeesEmployees Understand the system Operate within it | | 301-910-8660
  6. 6. Roles and ResponsibilitiesPerformance Management Committee Design system Plan for implementation, training, and communication of systemHuman Resources Perform day-to-day system management Train managers and employees in use of system Prepare and distribute appraisal packages and forms Track & audit utilization of system Manage compensation system Manage succession planning system Manage progressive discipline process Track & communicate job availability Provide counseling and support to managers and employees | | 301-910-8660
  7. 7. Types of PerformanceManagement Systems Ranking Forced Distribution 360-Degree Feedback Competency-Based Management by Objectives Graphic Rating Scales Behaviorally Anchored Rating Scales | | 301-910-8660
  8. 8. Performance Review Process HR designs the system with the input, direction and support of all levels of management HR trains appraisers about how to use the system for evaluation and how to communicate the appraisal system to employees HR delivers the appraisal documents and directions to all levels of management with a timetable for the return of the completed | | 301-910-8660 forms
  9. 9. Performance Review Process Employees may be asked to complete a self- evaluation either before or simultaneously with the supervisor’s evaluation Once the evaluation is complete, the manager will typically review the rating with his or her own immediate supervisor Managers at all levels schedule performance discussions with each of their direct reports Both the supervisor and the employee retain a copy of the written and signed performance evaluation | | 301-910-8660
  10. 10. Supervisor’s Responsibilitiesin Review Process Communicate and clarify major job functions, priorities and expectations Establish and communicate performance standards Monitor employees performance through observation, discussions Document good and unacceptable performance Provide continuous coaching and constructive feedback in a timely manner Hold performance discussions at least once a year Reinforce good performance Help employees to develop skills and abilities for improved performance Provide necessary information, resources and opportunity to allow accomplishment of key results | | 301-910-8660
  11. 11. Common Problems inPerformance Review Process Lack of top management support Perception of the process as time- consuming Failure to complete on time Failure to communicate clear and specific goals and expectations Lack of consistency Lack of differentiation Personal bias Inaccurate information | | 301-910-8660
  12. 12. Suggestions to Make ReviewsProductive Be prepared Lead with the positive Don’t be confrontational Keep it real Be consistent Make it a two-way conversation Address what is important to the employee Discuss work/life balance Be a good listener Review regularly | | 301-910-8660
  13. 13. Auditing PerformanceManagement System A good way to determine whether or not the system is being administered fairly is to conduct an independent audit of the way the appraisal system is affecting various groups of employees HR must take the responsibility of monitoring the system outcomes so that there is some assurance that all employees are being treated in a consistent and fair manner | | 301-910-8660
  14. 14. Q and As How can an organization best realize the potential value of its employees in cultivating its competitive advantage? An organization establishes a powerful means of ensuring its own success through a well-implemented performance management system. When employees are motivated to perform up to and beyond expected standards, they will contribute to shaping a performance culture that can have a far greater and longer-lasting impact than that which is possible through the individual achievements of any one employee. | | 301-910-8660
  15. 15. Q and As How does an organizations performance management system influence the individual behavior of its employees? Employees need to know what is expected of them and where they stand. An effective performance management system provides a structure within which this knowledge is communicated and this understanding is fostered. Each employee can then focus his or her efforts on those behaviors that have been identified as most important through the establishment of goals and the identification of relevant competencies. | | 301-910-8660
  16. 16. Q and As How does a performance management system support the overall attainment of organizational objectives? A sound and effective performance management system ensures that everyones efforts contribute meaningfully to the organizations success. Goal setting, feedback, documentation, and the other steps in the performance management process constitute interdependent elements of an integrated system that as a whole supports and reinforces the overall objectives of the organization. | | 301-910-8660
  17. 17. Contact Jumpstart:HRTo request more information or consultation: Joey Price, MS, PHR CEO, Jumpstart:HR | 301-910-8660 | | 301-910-8660