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The document outlines an incentive program for agents that tracks merits and demerits monthly and yearly. Agents can earn merits for meeting criteria like submitting timely reports, having no errors, and a productivity index over one. Management allocates a budget and agents' rewards are proportional to the merits earned, provided their productivity is at least one. The goal is to align agent and company objectives.
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![Recognition Program ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],OBJECTIVE: The incentive program is geared towards aligning the motivation and aspirations of agents with the goals and objectives of the Manila BPO team and of the project at large. IMPLEMENTATION GUIDELINES CORE PRINCIPLES ,[object Object],[object Object],[object Object],[object Object],EXAMPLE ASSESSMENT CRITERIA ,[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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Introduction to Performance Management System
Crux to Performance management System with special highlight to difference between PMS and Performance Appraisal
HR Paper 2 Module 1 INTRODUCTION TO PERFORMANCE MEASUREMENT .pdf
MBA SEM 3 |HR PAPER 2| MODULE 1| PERFORMANCE MEASUREMENT SYSTEM|
INTRODUCTION TO PERFORMANCE MEASUREMENT|
Mod 1
RTMNU NAGPUR UNIVERSITY
By Jayanti R Pande
perf mgmnt - BBA.ppt
The document discusses performance management and performance appraisal. It defines performance management as ensuring employee activities align with organizational goals. Performance appraisal involves evaluating how well employees perform their jobs. Feedback provides information on performance effectiveness. Appraisal is used for pay, promotion, correcting deficiencies, and reinforcing good performance. Performance management has strategic, developmental, and administrative purposes.
performance appraisal
The document discusses performance appraisal systems. It begins by outlining the contents to be covered, which include planning performance appraisal systems, types of systems, problems with systems, and essential characteristics of effective systems. It then provides definitions and examples. One definition states that a performance appraisal is the process of evaluating an employee's job performance in terms of requirements. It also discusses the primary uses of performance appraisals and common problems with systems, such as personal bias, lack of uniform standards, and stress on the individual rather than performance. Lastly, it outlines traditional and modern methods of conducting performance appraisals.
PERFORMANCE_MANAGEMENT_Presentation.ppt
This document defines performance management and discusses its objectives, tools, and trends. Performance management is a process of planning, monitoring, developing, and evaluating employee work performance. It aims to ensure employees contribute to organizational goals. Tools discussed include 360-degree feedback, management by objectives, behavioral checklists, and psychological appraisals. The balanced scorecard is presented as a performance appraisal tool that measures perspectives like financial, customer, internal processes, and learning and growth. Biases, standards, and an example rating system are also outlined.
Performance pionts program Template by Florence Vorster 2016
Each branding employee will begin the year with zero points in their "Points Wallet". Points can be deducted for counterproductive behaviors or added for productive behaviors. A progressive disciplinary process is tied to point balances. Supervisors will monitor point balances and provide feedback. Employees can dispute point deductions. Point balances will determine performance bonuses and eligibility for training opportunities at mid-year and year-end. The program aims to motivate high performance throughout the year.
MBA-performance-management-PPT11111.pptx
This document discusses performance management. It defines performance management as an ongoing process where supervisors and employees work together to plan, monitor, and review work objectives, goals, and professional development. The performance management cycle includes planning goals, monitoring performance, developing employees, rating performance, and rewarding good performance. Benefits include improved performance and communication, while issues include legal concerns and rater errors. Effective performance management software allows for customization, transparency, objectivity, and frequent feedback.
Performance Management
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
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Koray kırdinli hr performance managegement e mba project
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