Performance & Compensation.pptx
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The document discusses performance management in the context of human resources. It defines performance as the accomplishment of tasks according to set standards, precision, quality and completeness. A successful performance management system understands employees' interests and helps develop their careers and performance, while employees understand and cooperate with organizational requirements. Performance management is conducted at both the individual employee and organizational level. Principles include transparency, employee empowerment, organizational culture and values, and a collaborative workplace. Steps to implement performance management include personal reflection, development, career goal assistance, work-life balance counseling, and improving organizational culture. The significance of performance management includes an effective business environment, improved HR activities, motivation, work culture, workforce sustainability, learning opportunities, and optimal productivity.
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Performance & Compensation.pptx
- 2. • Imagine you are a HR Manager. Write at least any five thoughts that comes to your mind on ‘Performance”
- 3. Meaning & Definition The first step is to know “performance”. The literary meaning of performance is “an act of staging or presenting a play, concert or other form of entertainment.” Also, performance goes synonymous with “accomplishment” and “Fulfillment”. As we take the word performance for Business administration, we can define performance as “the accomplishment of a given task with the set standards, precision, quality and completeness”. Popular industrial psychologist Campbell defines Performance as “behaviour of an individual towards the given task”.
- 4. A successful performance management . A successful performance management is ➢➢ Where the employee’s interests are understood by the employer and renders his helping hand to develop employee’s career as well as his performance and ➢➢ The employee understanding the requirements of the organisation, cooperating and accepting the helping hand of employer to increase his performance levels and thus also his self.
- 5. Performance Management is conducted and understood on two classifications 1. Performance of the employees in the organization 2. Performance of the organisation
- 7. Pre requisites of PM Organisational Strategies and Goals Planning Leadership Standardization of Evaluation Methods Cooperation, not Control Validity Trained Managers for Evaluation
- 8. Scope of the performance management Providing employees a better understanding of their role and responsibilities Increase the confidence of the employees through recognizing their strengths Identifying training needs to overcome the weak areas Improve the relationships in the working areas Improve communication between superior and subordinates Improve teams and team spirit Improve commitment Succession planning through grooming subordinates to future managers
- 9. Steps towards Implementation Providing space for personal reflections 01 Providing a platform for personal development 02 Providing assistance to achieve personal career goals 03 Providing a better work environm ent and work place 04 Providing counseling to make work life balance 05 Improving the overall organisational work culture 06 Creating qualitative work environment 07
- 10. Significance of Performance Management Effective business environment Improved HR activities Motivation Improved Work Culture Sustainable work force Optimal utilization and productivity from the work force Scope for continuous learning
- 11. Difference Between Traditional PMS & Progressive PMS
Editor's Notes
- “Performance Management is a systematic process by an Organisation to improve and evaluate the performance of its employees as individuals as well as groups.”