Performance management involves systematically using data for business improvements by integrating data sources, distributing personalized information to employees, and empowering fact-based decision making. It has two types: employee performance management, which works best with planned goals, clear expectations, predictable rewards/consequences, and consistent feedback; and monitoring company or individual performance. Effective performance management provides employee growth opportunities, rewards qualified employees with greater responsibilities and pay, and establishes standards for acceptable job performance and behavior as well as consequences for unacceptable behavior such as violence, absenteeism, and violating policies.

1. Performance
Management

2.  It is the process of systematically using
data for business improvements.
 It works by:
1. Integrating data from disparate sources.
2. Distributing highly personalized
information to every employee.
3. Empowering individuals to make better
fact based decisions.
4. Taking the best action to drive results.
What is Performance
Management?

3.  An analyst may view the performance of a
company:
1. As a whole
1. As individuals
Two Separate Types of
Management

4.  Employee performance management works
best when:
1. Work is planned and goals are consistent.
2. Defines the expectations of the employees.
3. Creates a system of predictable rewards for
good performance and consequences for
poor performance.
4. Gives feedback on a more consistent basis
than the average.
Performance Management

5.  Employees must be given ways to grow
and develop in their field.
 Rewards are also a huge part of
performance management.
 Employees who actually are now qualified
to work in a high level of their field should
be placed in positions of greater
responsibility and receive a greater share
of pay.
Performance Management Model

6.  Monetary nature
 Real and Tangible
 “Negative action companies”
Rewards

7. 1. Job Knowledge/Competency
2. Quality/Quantity of Work
3. Planning/Organization
4. Initiative/Commitment
5. Problem solving/Creativity
6. Teamwork and cooperation
7. Interpersonal skills
8. Communication (oral and written)
Standards of Performance and
Behavior

8. 1. Actual or threatened physical violence
towards another employee.
2. Fighting, gambling or using profane,
obscene or abusive language.
3. Unwillingness or inability to work in
harmony with others.
4. Sleeping on the job, inefficient
performance, incompetence at work.
5. Possessing or bringing weapons or firearms.
6. Possession of or being under the influence
of alcohol or other illegal substances.
Unacceptable Behavior

9. 7. Insubordination, refusing to follow
directions or other disrespectful conduct.
8. Unauthorized possession, removal, or
use of company property.
9. Excessive tardiness or absenteeism.
10. Destroying company property.
11. Unauthorized use of company
equipment.
12. Violating health or safety rules.
13. Violating any company policy or
workplace rule.

10.  Tardiness
 Absenteeism
Attendance and Punctuality