The document discusses strategies for managing individual employee performance in alignment with business objectives. It recommends linking performance indicators and appraisals to measurable business goals to develop skills that support the company's strategy. A high performance cycle is outlined to provide continuous feedback and development. Emerging best practices include more integration of performance management systems, improved metrics, increased flexibility, and greater IT support.

1. Performance Management The Human Side of Performance

2. Agenda Managing Individual Performance: A Strategic Perspective Performance Appraisals and Pay for Performance Enhancing Individual Performance: The High Performance Cycle Tomorrow’s Management

3. Managing Individual Performance: A Strategic Perspective Business strategy (BS) gives bearings for: What behaviors are needed from employees Design of effective practices for managing individual performance Development of Measurable Performance Indicators for Individuals and Teams

4. Managing Individual Performance: A Strategic Perspective (cont) Performance Indicators for Work Teams

5. Performance Appraisals and Pay for Performance Standardized method is used Objective scale but subjective measurement Either the employee’s behavior or outcome of performance is to be evaluated Top - 3 Pros - Company Aligns skill growth with business needs. Faster growing skill and competence base. Easy to know what competences can be used.

6. Enhancing Individual Performance – The High Performance Cycle

7. Tomorrow’s Performance Management Integration of more systems Better performance measures More versatile system IT-supported