This document discusses performance management. It begins by outlining the training objectives, which include acknowledging the importance of performance management, relating it to reward systems, and how to build a successful performance system. It then defines performance management as a continuous process of setting objectives, assessing progress, and providing feedback to ensure employees meet goals. The main objectives of performance management are to support employees achieving high standards, improve performance through rewards, and ensure goals are aligned. It notes performance appraisal focuses more on quantitative aspects while performance management is qualitative and continuous. Finally, it discusses benefits like encouraging conversations, targeted development, and identifying underperformers.

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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