Performance management is an ongoing process aimed at setting objectives, assessing progress, and providing coaching to help employees achieve their goals. The 360-degree appraisal method is recommended for collecting performance data from various stakeholders, focusing on developmental areas, and guiding training programs. Key implementation steps include planning, monitoring, developing, reviewing, and providing feedback to enhance overall company performance and employee satisfaction.

1. Performancemanagementis the continuous process of setting
objectives, assessing progressand providingon-goingcoaching and feedback to
ensurethat employeesare meeting their objectives and career goals.
360 degreeperformanceappraisalis the best appraisalmethod for
our company. It is a technique of collecting the performancedataof individuals
from a number of stakeholders like immediatesupervisors, team members, peers
and self.
360 Degree Assessment canbe used to:
 Provide a 'gap analysis' between
personal perceptionand others'
perceptionsof individual and team
performance.
 Focus managersand staff on
performance areasthat need
development.
 Develop performance improvement
plans for individuals and teamsto
enhance performance.
 Develop individual or teambased
training programs.
Performance Management Implementation
Steps for implementing the performance management are:
 PerformancePlanning
 PerformanceMonitoring
 PerformanceDeveloping
 Performance Review
 Feedback
PERFORMANCE MANAGEMENT

2.  Rewarding
Performance Planning
At the beginningof the performancemanagementcycle, it is importantto
have a detailed discussion with the employeesabout their performance
expectations and the results they are expected to achieve duringthe upcoming
rating cycle.
Involvingemployeesin the planningprocesshelps them understand the
goals of the organization, what needsto be done, why it needsto be done, and how
well it should be done.
Performance Monitoring
Monitoringmeansconsistently measuringperformanceand providing
ongoingfeedback to employeesand work groupson their progresstoward
reaching their goals.
PLANNING
MONITORING
DEVELOPING
REVIEWING
FEED BACK
REWARDING

3. Performance Developing
Developingincreases the capacity to perform throughtraining, giving
assignments that introducenew skills or higher levelof responsibility, improving
work processes, or other methods.
Performance Review
The performanceappraisalisthe process of assessing employee
performance by way of comparingpresentperformancewithalready established
standards. The collected data for the performancereview should be analyzed in a
confidential manner.
Feedback
 Provideimmediatepositive and developmentalfeedback in a private
location.
 Ask for the employee’sview about what could have been doneto improve
performance.
 Be specific about what behaviors were effective or ineffective.
 Focus on what the person did or did not do, not personalcharacteristics.
Rewarding
The rewardscan be a vital sourceof motivation for the employees. It means
providingincentivesto employees, recognition of performanceand acknowledging
their contributionsto the company'smission.
PERFORMANCE MANAGEMENT RESULTS
 Focus people’s attention on what is important to the company
 Get business improvement
 Increase productivity
 Align operational performance with strategic objectives
 Improve employee satisfaction
 Align employee behaviors towards continuous improvement
 Improve company reputation