This document provides an overview of a presentation on performance management and counseling. It discusses what performance management and counseling are, why they are important, and how they can be implemented. It also discusses the benefits of performance management, the steps involved, and provides an example of how counseling can be incorporated into performance management. Finally, it discusses assessment centers and 360-degree feedback as tools for performance management and their validity, reliability, and impact.

1. Presentation On -- Performance Management & CounselingBY 1. Pratik K S Negi 2. Ratan singh 3. Pulkit Acharaya 4. Ravi Dhakad

2. Performance managementWhat is performance management – Performance management refers to the ongoing process of setting goals, self-assessment, manager assessment, peer-assessment (also called 360 assessment), coaching, development planning, and evaluation.Why performance Management --- If your organization is to sustain its competitive advantage, it needs employees who are productive and willing to continually learn and adapt as their roles change along with the organization, Then managing there performance becomes a integral part.How performance Management --- It includes taking frequent measures as work occurs and responding to small steps forward (many mini-measures (goals) with as much dedication as to final goals achieved). PM is a leading indicator of performance because it drives a system or organization toward desired future goals and provide solid management and performer steps along the way through daily behavior patterns of every employee.

3. Counseling In relation to performance managementWhat is Counseling– Counseling is a one on one, many to one. Conversation procedure by which a issue which majorly deals with the performance of a employee in the organization is discussed.Why Counseling required --- If a performer is constantly giving good results and suddenly gives a performance that is not expected. Or an employee that has been a low profile performance has to be given such feedback sessions become integral part for there improvements.How Counseling can be incorporated --- It’s the basic form of feedback and performance management that is useful for many organization. its considered as one of the basic tools for the performance management guidelines. But this technique cant work singlehandedly.

4. Preview about performance management Performance Management (PM) are derived from the science of behavior analysis (also known as the psychology of learning). The tools of performance management are Compensation, appraisal, selection, retention, competencies, and so on). Those are important elements of a well-designed workplace, but most often they are systems, processes, and procedures designed without knowledge of behavior. PM approach is used most often in the workplace but applies wherever people interact—schools, churches, community meetings, sports teams, health setting, governmental agencies, and even political settings PM processes will teach managers and supervisors—all leaders—how to bring out the best in people, including themselves, through a set of clear steps that appear easy on the surface, but do require a grounding in the principles of learning. A key aspect of performance management is performance measurement.performance management the stepsSteps taken for grounding in the principles of learning { to take best out of people}1) pinpoint (again, both results and needed behaviors)2) measure (frequently)3) feedback (post so that others can see success steps or track in other ways so that data becomes the core of decision making4) cons equate (using systematic processes; whenever possible5) evaluate (continuous improvement on how to get better at bringing out the best in everyone)

5. Benefits of Performance ManagementDirect financial gains Grow sales

6. Reduce costs

7. Stop project overruns

8. Aligns the organization directly behind the CEO's goals

9. 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 organizations high level goals Create transparency in achievement of goals

10. High confidence in bonus payment process

11. Professional development programs are better aligned directly to achieving business level goals

12. Benefits of Performance Management (contd…)Improved management control Flexible, responsive to management needs

13. Displays data relationships

14. Helps audit / comply with legislative requirements

15. Simplifies communication of strategic goals scenario planning

16. Provides well documented and communicated process documentationCounseling its affect and impact on Performance ManagementEmployee counseling helps in following employee moral building

17. employee performance increased

18. employee continues improvement and meeting criteria and range

19. employee retention and less iteration

20. removal of grudges and issuesCase discussion -- IS PAST PERFORMANCE A GOOD PREDICTOR OF FUTURE POTENTIAL?A Study of the relationships between Competency Assessment through Assessment Centers

21. 360 Degree Tools

22. Assessment centre and 360 degree tool their usage

23. Both used as development tools

24. 3 organizations are taken In all these organizations competency mapping was done and the common competencies identified using behavior indicators. Tools were developed to assess the competencies. The competencies were assessed for each candidate by external assessors in an assessment centre. They were also assessed by their seniors, juniors and colleagues on the same competency model on specially designed tools to measure the very competencies measured by the assessment centre. The findings seem to be valid irrespective of the nature of competencies assessed and across various categories of employee.

25. Assessment CentersAssessment centre is a comprehensive, standardized procedure in which multiple assessment techniques such as situational exercises and job simulation (business games, discussions, reports and presentations) are used to evaluate individual employees for a variety of manpower decisions.

26. An Assessment centre consists of a standardized evaluation of behavior based on multiple inputs

27. Several trained observers and techniques are used.

28. Judgments about behavior are made by these specially trained observers.

29. At the end of the assessment the assessors get together share their data which is scientifically recorded on a set of evaluation forms

30. They come to a consensus on the assessments of each candidate. Most frequently the approach has been applied to individuals being considered for selection, promotion, placement or special trainingHistory of Assessment Centers Assessment Centers methodology are known to have been used or at least recommended to be used by kings at least 1500 years ago in India as mentioned in Kautilya’s Arthasshastra.Accessing a candidate on the norms of1) observation2) performance3) Appraisal4) assessment by those who know him5) interviewing and other forms of testing etc

31. How are Assessment Centers different now from the past? After liberalization in the '90s that interest in assessment centers renewed

32. Many organizations have started setting up their assessment centers. natural response to the need to ensure competent people manning strategic positions.Companies that are trying out include1) RPG Group2) Escorts3) TISCO4) Aditya Birla Group6) Eicher, Cadburys ,and Castrol7) Glaxo , Grindwell and Norton 8) ONGC , Mahindra and SAIL and others

33. Competencies that are to be measured are determined by each organization by using methods such as1) job analysis2) managerial aptitude profile surveys3) Identifying competencies in the star performerAssessment techniques1) business simulations2) questionnaires3) group discussions4) role plays6) interviews7) case study8) individual presentations, etc