Performance management is a structured approach to ensure that organizational activities align with goals, enhance employee motivation, and improve company culture. It involves setting clear objectives, continuous monitoring, feedback, and recognizing achievements, while also identifying training opportunities and managing employee performance issues. Various software solutions are available to streamline the performance management process, catering to both small and large businesses.

1. PRESENTED BY :
Rajni singh

2. Performance management (PM) is a process of ensuring that set
of activities and outputs meets an organization's goals in an
effective and efficient manner. Performance management can
focus on the performance of an organization, a department,
an employee, or the processes in place to manage particular
tasks.

3. • Performance management motivates employees to perform year round
• Performance management, when done correctly, builds a supportive company
culture
• It aligns your business objectives with team and individual employee goals
• It helps new hires, even during probation, understand what you expect of
them
• It can strengthen the relationship between management and employees by
helping workers understand how they contribute to overall business results
• Performance management allows you to identify the strengths and
weaknesses of individual team members and help them grow in the company
• It gives insight into training and development opportunities for your team
• Performance management, when documented, provides legal protection for
promotion, discipline or termination actions

4. The cost of performance management can be rupees 50 per
month, per employee and up to lacs of rupees a year when
you factor in the labour cost of time that mangers spend
coaching employees or the time that HR spends chasing down
a formal review process

6. • Performance management software is a technology that helps
companies better understand their employees’ performance
and productivity
• The resulting performance management data can inform
compensation , career trajectory , company goals, hiring
decisions, performance reviews and just about any thing that
relates to human capital management.

7. • Employees complain about your current performance system or
process.
• Your Hr team spends a lot of time organizing performance
paperwork and knocking on doors to track down completed reviews
• You have a manual process that involves printed documents and
excel spreadsheets
• You’re experiencing low employee engagement or high turnover
rates.
• Too many employees miss goals, deadlines or cannot consistently
meet KPIs.
• You are concerned that your current process leaves room for risk
when deciding on promotions, compensation plans or terminating
an employee

8. • Easily-Navigable Dashboard
• Performance Review Cycles
• Customizable Review and Assessment Scripts
• Goal and Performance Tracking
• Development and Succession Planning

9. Manual Automated
. Unhelpful and unbalance reviews are
inaccurate and they can disengage your
employ
1. Maintain a balanced approach and
objective feedback through 360-degree
reviews.
2. Manual Performance management
constricts manager’s review to a moment
of time, limiting manager’s ability to
benchmark performance and retain top
talent.
2. Performance review tools facilitate
individual performance benchmarking, and
also support succession planning
3. Take lots of time. 3. Take less time.
4. Suitable for small business. 4. Suitable for large business.

10. • Employee engagement app is a category of application
programs that organizations use to increase employee job
satisfaction and retain talented workers.
• The goal is to help workers become absorbed in the mission
and culture of their organization and be more productive and
effective.

11. • Messaging services
• Share Content
• Address book
• Keeping everyone updated
• Cloud networks
• Calendar

12. • gfhh

13. TRADITIONAL & MODERN (IT
ENABLED) PM PROCESS
Plan —> Act —> Monitor —> Evaluate —> Recognize
1. PLAN:
• Planning consists of coming up with the goals you want to
achieve at the company, team and individual level and the
time frame for achieving them.
• Businesses set goals on a monthly, quarterly or other time
frame and check in on progress weekly or monthly.
• Team and individual goals should be Specific, Measurable,
Achievable, Realistic and Time-based (SMART).

14. • Company Goals: everyone is driving in the same direction,
you should come up with the strategic goals you have for
the company as a whole first, Then, base your team and
individual goals off of those.
• Team Goals: Think about how individual departments and
teams will help to achieve company and team goals.
• Individual Goals: After company and team goals, think
about what each individual needs to do in order to help
achieve those goals at the team and company level.

15. TRADITIONAL & MODERN (IT
ENABLED) PM PROCESS
Traditional
2. ACT:
Start to move toward the
goals.
• Pick a starting point
• Make goals visible
• Set microgoals
Modern
• Make goals visible:
Performance management
software can help by
offering goal dashboards
visible to management.
• Setmicrogoals: “Cascaded”

16. TRADITIONAL & MODERN (IT
ENABLED) PM PROCESS
Traditional
3. MONITOR
• Manager Monitoring:
Keep the employee in the
loop with regular
feedback sessions.
• Self-monitoring: Each
employee track how they
feel they are progressing
towards their goals as
well as team and
company goals.
Modern
• Manager Monitoring:
Microsoft Word or Google
document
• Self-
monitoring: Performance
management software
systems and newer
employee engagement
apps

17. TRADITIONAL & MODERN (IT
ENABLED) PM PROCESS
Traditional
4. EVALUATE:
To evaluate the performance give the
feedback.
• Informal feedback, like
complimenting an employee
on a job well done when you
hear a great sales call
• Formal feedback like having a
closed-door meeting with a
team member who you
found has gone delinquent in
following up on new account
leads.
Modern
• Create a performance
review form with a scoring
system or build on a
template using performance
review software.

18. TRADITIONAL & MODERN (IT
ENABLED) PM PROCESS
5. RECOGNIZE
• Acknowledging the achievements of those
who are performing at a high level — meeting
or exceeding their goals — and giving
constructive and supportive feedback to
employees in areas they need to improve.
• Recognition with promotions or pay raises is
the most common.

19. Ways to Deal with an
Underperforming Employee
• Be prepared
• Be specific
• Deal with underperformance as soon as possible
• Understand external factors
• Give appropriate training
• Understand what motivates your employees
• Act on continued underperformance
• Be ready to let them go

20. What to do with top performing
employees
• High performing employees are the biggest asset to your
company. It is not easy to find qualified candidates.
When you finally succeed in recruiting the right people
for your company, your job is not done.
• You need to engage your talent to stop them from
leaving. As a manager, you’ll want to inspire your high
performing employees to keep on doing what they are so
obviously good at doing.

21. Tactics for motivating high performing
employees

22. EXAMPLE AND SOFTWARE
OF
PERFORMANCE MANAGEMENT
PLANS

23. Review SNAP
• Designed for small and medium-size businesses.
• Highly customizable.
• Allows to create goals, development plans and a
notes system.
• Include an area for job description maintenance,
employee self assessments, notification of review
due dates, robust reporting and a statistical
dashboard.
• Implementation is very simple.

24. Paper Based System
• When Review SNAP can not implement.
• Can be download from Msoffice or
HR.com.
• Distributed to management system.
• In both hard and soft form.

25. Taleo Perform
• For recruiting software
• Offers performance management
software tailored for small business.
• Contains multiple templates.
• Completing performance review online.

26. Success Factors
• Offering a complete performance
management system.
• It is creation of performances goals.
• Software meets various federal ad state
labor regulation.