MM Bagali ........ HRM Recruitment HR HRM HRD...... Appraisal....2018
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This document provides an overview of performance management and appraisal. It discusses key topics such as: - The definition of performance as the results and accomplishments achieved, as opposed to competency which is the means to achieve results. - Factors that influence performance such as skills, education, experience, management policies and practices, and opportunities. - The process of performance measurement which evaluates efficiency, effectiveness, and capability against norms or targets. - The purpose of performance management systems (PMS) and performance appraisal systems (PAS) which include promotion, training, counseling, retention, and termination decisions. - Characteristics of effective PMS including a clear link to objectives, relevance, practicality
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MM Bagali ........ HRM Recruitment HR HRM HRD...... Appraisal....2018
- 1. good morning Module 05 Performance Management and Appraisal mm bagali
- 5. Performance is the results and accomplishments achieved by a person, group or organization Performance as the end result and competency as the means to the end Performance Thus, Performance is …… Outcome Delivered Output Value
- 6. Competency X Skills X Education X Experience = Performance Management X Policy X Practices X Structure= Performance Exposure X Opppournity x ………. = Performance Performance
- 7. What is performance measurement? Performance measurement is the process of …. measuring efficiency effectiveness capability of an action or a process or a system against given norm or target
- 8. PMS x PAS Performance management is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization. ... Performance appraisal is how you evaluate the progress being made by assessing or measuring the employee's actual performance on a regular basis over time
- 10. promotion training counselling to keep or not to keep retention termination transfer purpose of pms and pas job assignment roles to be given responsibility to assign job redesign HR planning HR redesign HR relook
- 11. weekly monthly quarter half year year 2 years 5 years frequency
- 12. Clear link Relevant Performance dimensions Practical Best performer and the rest Reliable Ethical Fair Characteristics of PMS
- 19. feature of PMS Practice writing SMART performance objectives: – S – Specific – M – Measurable – A – Attainable – R – Realistic – T – Timely
- 20. Performance Management Process 1. Prerequisites 2. Performance planning 3. Performance execution 4. Performance assessment 5. Performance review 6. Performance renewal and re-contracting
- 21. Prerequisites: – Strategic planning – Goals – Vision – Mission – Objectives – Job analysis – Job Study – JD
- 22. PMS Planning Employees must have thorough knowledge of the performance management system Meeting between employee and manager. Set SMART goals and measurement standards: – Results – Behavior – Developmental plans
- 23. methods of PMS Graphic rating scale Ranking method Forced distribution method Critical incident method Essay method BARS–behaviorally anchored rating scale MBO–management by objectives Assessment Centre Cost Accounting method Field Review Method Confidential Report Checklist Grading Paired Comparsion
- 24. HR’s Role in Performance Management Participate in strategic planning Conduct job analysis Support performance management Design appraisal system Train and support managers Maintain documents Provide employee due process Ensure integrity of the system
- 25. Conditions for Performance ?? Management Managers Support system Oppournity Governance Who should appraise? – Supervisors – Peers and team members – Subordinates – 360 degree feedback
- 26. difficulties of / in pms Appraiser discomfort Strictness/leniency Bias and lack of objectivity Manipulating the evaluation Halo/horns effect Central tendency error Recent behavior Supervisor unable to observe behavior