Fundamental understanding of performnce management

1. Performance Management
By
Nora Sabet2/1/2017 1

2. Training Objectives
 Acknowledge performance management & its importance
objectives to the organization.
 The relation between Performance Management & rewarding
system/performance appraisal.
 Benefits of Performance Management .
 How to Build a successful performance system.
 Any Questions
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3. What is Performance Management?
 Performance management is a process by which managers and
employees work together to plan, monitor and review an employee’s
work objectives and overall contribution to the organization.
 Performance management is the continuous process of setting
objectives, assessing progress and providing on-going coaching and
feedback to ensure that employees are meeting their objectives and
career goals.
 The fundamental goal of performance management is to promote and
improve employee effectiveness.
‘Establishing a framework in which performance by individuals can be
directed, monitored, evaluated and rewarded, and whereby the links in
the cycle can be audited’
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4. Objectives of Performance Management
• The main aim to support organization workforces to achieve higher
standard of performing their job responsibilities.
• Enables the employees to improve the level of their current performance
by authorizing, encouraging and executing an operative reward
mechanism.
• Ensures constant supervision and coaching.
• Align between Company goals and objectives to departmental /individual
goals.
• Effective & fair Appraisal & rewarding system.
• Provide effective training and development opportunities for improving
performance.
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6. The relation between Performance
Management & rewarding
system/performance appraisal.
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Performance Appraisal Performance Management
Is a system
This conducted Annually
Focus on quantitative aspect
 Is a process
Conducted continuously
Focus on qualitative aspect
Performance Appraisal and Performance Management are the most
commonly confused terms because they both are associated with the
evaluation of employees.

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9. How Company Should have Effective
Performance System
• Aligning organization mission with the entire workforces.
• This Helps employees to understand how their perform affect the
organization goal and strategy.
• Company yearly goals are delegated to the respective departments,
cascaded to individuals.
• Responsibility to complete the yearly goal assigned to individual
employee increase the sense of responsibility, This process helps
employees to focus on priority
• They will be assessed upon the performance appraisal process.
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10. Benefits of Performance Management
Process
 Encourages conversation between Manager & Employee that
might not other way take place.( there reason manager might not
feel comfortable to provide feedback, however delivering
performance result skill that is learnt )
 Targeted Staff Development so it develops employees and
prepare them for increase responsibility by indentifying
development opportunities.
 Feedback Encourages Employees , where they appreciate
feedback cause they want to know if they doing a good job. So, if
done well these conversation encourages employees & motivate
them .
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11.  Rewards Good Performance ;the Performance Management system
identifies & rewards strong performers because objective measures
are used to appraise employees. However , there are some
employees doesn’t perform up to the expected standard.
 Underperformers Indentified & Eliminated; Manager should deal
with those employees & provide feedback to develop them,
afterwards their performance should be evaluated and to be decided
to move them from organization.
 Document History of Performance ; this system provides employee
performance documented , this documentation helps new managers
to get up to speed quickly & know how their subordinate perform in
the past.
 Succession Planning ; Also , managers should look for next
generation as Leaders
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12. Build performance Management
• Maximize Engagement using the OSCAR principle
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13. References
• Performance Management – Paul Newton &
Helen Bristoll.
• Performance Management –MTD Training
,BookBoon.com -
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14. Any Question ?!
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