Insights Of Performance Mnagement. A research based analytical side of Perfromance Management rather than conventional one.

1. Insights Of Performance Management By: Syed Shahzad Ali An HR Expert in Pakistan

2. Performance Management Plan Goal / Business KPIs Setting The IDP (Individual Development Plan) should support and align with organizational and departmental goals. Coaching and informal Feedback Performance Evaluation Performance-based Rewards Appeal Mechanism Goals should be “SMART”: Specific, Measurable, Attainable, Relevant, and Time-bound. Syed Shahzad Ali - HR Expert in Pakistan

4. Employees execute their IDPs.

5. Performance is monitored & gaps are addressed

6. Collaborative two-way processSyed Shahzad Ali - HR Expert in Pakistan

7. Facts About Goal Setting In Performance Management “95% of workers are unaware of their employer’s specific business objectives and what they can do to help achieve them” – HR Tech “ A mere 7% of employees today fully understand their company’s business strategies and what is expected of them in order to help achieve organization’s goals”. - Harvard Business School Press Syed Shahzad Ali - HR Expert in Pakistan

8. 9–5 Performance Can Be Enhanced Performance can be enhanced when employee : recognizes the gap between his performance and the expected performance, demonstrates both desire and determination to close the gap, and shows reasonable and steady progress. when people and their talents are well-matched to their positions. Syed Shahzad Ali - HR Expert in Pakistan

9. Performance Can Be Enhanced Most leaders spend 80% of their time with their poor performers and 20% with their good performers – consider what happens to business performance when this is reversed. Syed Shahzad Ali - HR Expert in Pakistan

11. The second is that they are unwilling to perform —i.e., they choose not to do the work.Syed Shahzad Ali - HR Expert in Pakistan

12. Remedy for Performance Can Not Be Enhanced : Should not to rush to judgment. first consider three performance-related factors that are management's responsibility: Do the employees know what to do? If not, the issue is communication, not performance. Do employees know how to do the job? If not, there is a training issue. Are there obstacles to performance such as lack of proper tools or equipment? Syed Shahzad Ali - HR Expert in Pakistan

13. 9–9 The eight key drivers of employee performance are, (in order of importance Provide regular informal performance feedback Encourage all of your employees to take reasonable and calculated risks. ( creativity & Initiatives) Be there to support your employees . Provide regular formal performance reviews Ensure all employees are clear about the required performance standard, communicate this standard regularly and have candid discussions with your employees Syed Shahzad Ali - HR Expert in Pakistan

14. 9–10 The eight key drivers of employee performance are, (in order of importance As a leader be knowledgeable about your employee performance and share your knowledge with your employees. Provide your employees with the opportunity to work on the things that they do best, this might mean you have to change some jobs a little or you have to give people additional tasks beyond their normal role to work on Provide feedback to your employees that helps them to improve their performance or to do their jobs better. Syed Shahzad Ali - HR Expert in Pakistan

16. 55% are not engaged – just putting in time

17. 19% are actively disengaged, unhappy, and spreading discontentThe right people, in the right roles, with the right management, drive employee engagement. Syed Shahzad Ali - HR Expert in Pakistan

18. Suicide