This document discusses performance management systems (PMS). It provides information on various aspects of implementing a PMS including goal setting, key result areas (KRAs) and key performance indicators (KPIs), balanced scorecards, rating tools, frequency of appraisals, techniques like rating scales and checklists, and establishing a PMS mandate through a bell curve distribution. The document contains examples and activities for students to design elements of a sample PMS like KRAs/KPIs, balanced scorecards, appraisal forms, and a bell curve.
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
Balanced Scorecard Deployment Process Training ModuleFrank-G. Adler
The Balanced Scorecard Deployment Training Module v8.0 includes:
1. MS PowerPoint Presentation including 79 slides covering Balanced Scorecard History & Benefits, Four Dimensions of a Balanced Scorecard, Balanced Scorecard Development & Deployment Process, Balanced Scorecard Deployment Challenges & Resolution Strategies, Balanced Scorecard Template & Detailed Instructions, and Project Evaluation & Selection Matrix.
2. MS Excel Balanced Scorecard Template and Example
3. MS Word Workshop Agenda & Evaluation Sheet for a Balanced Scorecard Development Workshop
4. MS Excel Project Evaluation & Selection Matrix to ensure alignment of Operational Excellence, Lean Management, and Six Sigma projects to the Balanced Scorecard
Human Resources Performance Management Metrics PowerPoint Presentation Slides SlideTeam
Looking to take up your HR performance metrics PowerPoint show to next level? Just check out our readymade deck Human Resources Performance Management Metrics PowerPoint Presentation Slides with 61 slides precisely showcase the data. Our Human Resources Performance Management Metrics PPT presentation supports to underline the important aspects related to HR performance metrics like performance review the role of HR, metrics model, most common HR metrics, employee turnover, profit per employee, revenue per employee, revenue-cost per employee comparison, workforce diversity by gender, staff with professional qualification, competency rating and many more such designs examples. With help of our PowerPoint presentation deck HR teams and managers can easily present the content and reports to the target management. Furthermore, using this visually impactful PPT slide sample, you can brief employees about employee absence schedule, employee absenteeism, employee attendance tracker, performance review scoring, training hours per employee etc. Above all, exclusive presentation slides like employee satisfaction, staff engagement model, David Zinger or Aon Hewitt employee engagement, HR Dashboard etc. are included to touch all aspects of a brilliant human resources PPT presentation. So, what’s holding you back? Click and download our readymade Human Resources Performance Management Metrics Presentation sample and show your PowerPoint skills. Enlighten folks on baseless intolerance with our Human Resources Performance Management Metrics PowerPoint Presentation Slides. Condemn any acts of bigotry.
Balanced Scorecard Deployment Process Training ModuleFrank-G. Adler
The Balanced Scorecard Deployment Training Module v8.0 includes:
1. MS PowerPoint Presentation including 79 slides covering Balanced Scorecard History & Benefits, Four Dimensions of a Balanced Scorecard, Balanced Scorecard Development & Deployment Process, Balanced Scorecard Deployment Challenges & Resolution Strategies, Balanced Scorecard Template & Detailed Instructions, and Project Evaluation & Selection Matrix.
2. MS Excel Balanced Scorecard Template and Example
3. MS Word Workshop Agenda & Evaluation Sheet for a Balanced Scorecard Development Workshop
4. MS Excel Project Evaluation & Selection Matrix to ensure alignment of Operational Excellence, Lean Management, and Six Sigma projects to the Balanced Scorecard
Building the Fit Organization (with guest presenter Dan Markovitz)TKMG, Inc.
Slides for a webinar hosted by Karen Martin on January 21, 2016 and delivered by Dan Markovitz.
Video & webinar description: http://www.slideshare.net/KarenMartinGroup/building-the-fit-organization-with-guest-presenter-dan-markovitz-57375703
Subscribe: www.ksmartin.com/subscribe.
Book: http://amzn.to/1lCeAwj
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
operational excellence ...an excersice of leadership, deals with the implementation of an op ex project, including the tactical part but also taking care of people througout the change process
This is the presentation designed for the guest lecturing on 'Strategic HRM' at Moray House School of Education, University of Edinburgh in Nov. 2010. The content was prepared by Bing Wu Berberich (previously known as Bing Tate).
Way before anyone began using the term BIG to describe data, Human Resources professionals had been using HR Metrics. So why is Big Data such a Big Deal? In this session, we will discuss HR Metrics, Big Data and HR Analytics.
We’ll uncover the real reasons you really need HR Analytics and dissect a few myths that could be holding you back from making the shift. We will then take a tactical approach diving into some practical tips and best practices on how you can get your organization up and running with HR analytics.
A storytelling session, exemplified through data, will cover everything from a talent strategy overhaul, to implementing emerging technologies, and how to tenaciously keep shaking things up - even when things don't go as planned.
Practical tips to start using predictive HR analytics in your organization.
Creating a distinction between HR Metrics, Big Data and Analytics.
Big Data progression and how this can affect your department.
Building the Fit Organization (with guest presenter Dan Markovitz)TKMG, Inc.
Slides for a webinar hosted by Karen Martin on January 21, 2016 and delivered by Dan Markovitz.
Video & webinar description: http://www.slideshare.net/KarenMartinGroup/building-the-fit-organization-with-guest-presenter-dan-markovitz-57375703
Subscribe: www.ksmartin.com/subscribe.
Book: http://amzn.to/1lCeAwj
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
operational excellence ...an excersice of leadership, deals with the implementation of an op ex project, including the tactical part but also taking care of people througout the change process
This is the presentation designed for the guest lecturing on 'Strategic HRM' at Moray House School of Education, University of Edinburgh in Nov. 2010. The content was prepared by Bing Wu Berberich (previously known as Bing Tate).
Way before anyone began using the term BIG to describe data, Human Resources professionals had been using HR Metrics. So why is Big Data such a Big Deal? In this session, we will discuss HR Metrics, Big Data and HR Analytics.
We’ll uncover the real reasons you really need HR Analytics and dissect a few myths that could be holding you back from making the shift. We will then take a tactical approach diving into some practical tips and best practices on how you can get your organization up and running with HR analytics.
A storytelling session, exemplified through data, will cover everything from a talent strategy overhaul, to implementing emerging technologies, and how to tenaciously keep shaking things up - even when things don't go as planned.
Practical tips to start using predictive HR analytics in your organization.
Creating a distinction between HR Metrics, Big Data and Analytics.
Big Data progression and how this can affect your department.
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" WorkshopKenny Ong
Bridge Knowle "YEAR END PERFORMANCE APPRAISAL" Workshop
November, KL
• Know the Importance of planning, preparing, and structuring the performance appraisal
• Learn how to listen, question and give clear and specific feedback
• Handle performance problems and sensitive issues effectively
• Review performance objectives so you can provide specific feedback describing the gap between expected and actual performance
• Avoid common pitfalls when conducting the appraisal
• Create Individual Development Plans with your staff
• Monitor and review progress of objectives and development plans between review meetings
• Develop your feedback skills to motivate staff between appraisal meetings
This complete deck covers various topics and highlights important concepts. It has PPT slides which cater to your business needs. This complete deck presentation emphasizes Performance Metric PowerPoint Presentation Slides and has templates with professional background images and relevant content. This deck consists of total of nineteen slides. Our designers have created customizable templates, keeping your convenience in mind. You can edit the colour, text and font size with ease. Not just this, you can also add or delete the content if needed. Get access to this fully editable complete presentation by clicking the download button below. https://bit.ly/30vqr7C
Semi Standard Structured Report PowerPoint Presentation SlidesSlideTeam
It has PPT slides covering wide range of topics showcasing all the core areas of your business needs. This complete deck focuses on Semi Standard Structured Report PowerPoint Presentation Slides and consists of professionally designed templates with suitable graphics and appropriate content. This deck has total of twenty slides. Our designers have created customizable templates for your convenience. You can make the required changes in the templates like colour, text and font size. Other than this, content can be added or deleted from the slide as per the requirement. Get access to this professionally designed complete deck PPT presentation by clicking the download button below. https://bit.ly/3gfJIi5
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
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It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto PropertyCeline George
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Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
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The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
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Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdf
PERFORMANCE MANAGEMENT - All V9.0.pptx
1. Jon Boyes
Employability and Graduate Development
HR SPOT
www.hrspot.co.in/www.onlinehrspot.com
Kolkata | Bhubaneswar | Online
Best HR Practice Award
Best HR Practice Award
Best HR Practice Award
Special Achievement Award
Star Greenbelt of East (Six Sigma)
Best HR Professional Award
HR Champion Award
AWARDS & ACCOLADES
ISO 9001:2015 Certified Company
2. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
HUMAN RESOURCE MANAGEMENT
PERFORMANCE MANAGEMENT
3. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
4. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Performance
5. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Hiring
Training Target Work Evaluate
Result
Flow Chart of
Performance
Flow Chart of
Performance
6. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Appraisal
Performance = Outcome – Expectation
The gap between the company
expectation and the work result
Positive Gap
Performance is more than the expectation
Negative Gap
Performance is less than the expectation
No Gap
Performance is at par with the expectation
Performance Formula
7. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
100
150
50
100
0
20
40
60
80
100
120
140
160
EXPECTATION EMPLOYEE 1 EMPLOYEE 2 EMPLOYEE 3
Performance Graph Demonstration for 3 Employees
8. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Goal Setting
9. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Every financial year company sets organization goal/goals
Goal/goals are segregated as target through department/departments
Help employees stay aware of what is expected from them
10. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Specific
Measurable
Attainable
Relevant
Time-bound
Goal Setting Technique
11. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
KRA & KPI
12. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
KRA is Key Result Area / Key
Responsibility Area
The job responsibilities which are
important or crucial and aligned
with the organization goal of the
financial year is qualified to be
KRAs
KPI is Key Performance Indicator
The quantitative conversion of KRAs
in numbers or percentages to
measure performance formula is
known as KPIs
13. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Example of KRA and KPI
14. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Sales Manager of a Manufacturing Company
KRA KPI
Business Generation No. of product sold in a month
Business Growth Percentage of business growth than previous month
New Client Acquisition No. of new client acquired in a month
HR Executive of a Banking Company
KRA KPI
Recruitment No. of vacancies closed in a month
Recruitment Cost Percentage of hiring cost reduced than previous month
Attrition Management Percentage of attrition in a month
15. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Designing
KRA and KPI
16. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Company sets goals for a financial year
Goals are as per SMART goal technique
After the goal is set, go through each employee job responsibilities
Make a list of the functions / responsibilities which are aligned with the goal of the organization and
important / critical to the job, i.e. KRAs
Categorize these critical functions / responsibilities in two categories
Which can be measured in numeric (numbers / percentages) [A]
Which can not be measured in numeric and can not be calculated [B]
Functions in [A] are the KRAs, with KPIs
Functions in [B] are the KRAs, without KPIs
Describe each KRAs and mention a measurable target to be achieved and time frame for achievement for
each Goal, i.e. KPIs
17. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Activity
18. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
KRA & KPI Designing
All Students will be asked to make at least 5 KRAs and required KPIs for the
following job roles:
1. Business Development Executive in Retail Asset Department of Banking Company
2. HR Recruitment Executive in RPO Department of a HR Services Company
3. Sales Manager in Sales Department of a Product Manufacturing Company
4. Digital Marketing Executive in Digital Marketing Department of a Hospitality Company
5. HR Manager in HR Department of an Information Technology Company
19. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Balanced Score Card
20. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
A strategic planning and management
system
Importance of any process or person
can be measured through the Four
Legs of the Balanced Scorecard
Major parameters of Scorecard
Efficiency
Knowledge & Innovation
Satisfaction
Financial Performance
21. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Finance Goals
Profit, growth,
Measures: e.g. cash-flow management, cost
reduction, margin improvement, turnover
Customer Goals
Increased customer satisfaction, retention or
acquisition
Measures: e.g. complaints, customer
satisfaction, market share
22. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Business Processes Goals
Efficient processes, technological
improvements, staff inspiration
Measures: e.g. improved supply chain, waste
reduction
Innovation and Learning Goals
New products or services, staff development
and training
Measures: e.g. Number of people trained,
number of new products, Research and
Development
23. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Class Activity
24. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Balanced Score Card Designing
All Students will be asked to prepare Score Card.
List down any 5 job roles of your choice and prepare detailed score card for
each job roles
25. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Objective
26. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
High performance culture
Superior performance
Identifying skills required
Challenges of performance
Career growth
Rewarding
27. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Process
28. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Goal Setting –
Designing of KRA & KPI
Communicating
KRA & KPI to employees
Recording Performance
Month on Month
Finalisation of PMS method,
technique, mandate, rating
tool by HRD
Announcement of PMS date,
time, structure by HRD
Self Appraisal for the
employee by the employee
Manager Appraisal for the
employee by the manager of
the employee
Finalisation of PMS Rating
by HRD
Announcement of Final
Rating and Reward /
Punishment
29. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Frequency of PMS
30. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Type Frequency Remarks
Formal
Annual
For one year performance; Performance Feedback, Training
Need Identification; Structured PMS; Reward and
Recognition, Increment, Promotion, Performance Bonus;
Punishment
Half yearly
For each 6 months performance; Performance Feedback,
Training Need Identification; Structured PMS; No Reward and
Recognition
Informal Any time
For weekly/monthly/quarterly performance; Performance
Feedback, Training Need Identification; Performance Review
Meetings
31. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Rating Tool of PMS
32. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
A tool to rate performance for the entire
organization
Uniform for the entire organization across
departments, branches, wings, units
Rating Tools should be crystal clearly defined.
Some of the examples of Rating Tool are as
follows:
A (Good) B (Average) C (Bad)
1(Excellent) 2 (Good) 3 (Bad) 4 (Poor)
EE (Exceeding Expectation) ME (Meeting Expectation) NE (Not meeting Expectation)
1 (Poor) 2 (Bad) 3 (Average) 4 (Good) 5 (Excellent)
U(Unacceptable) NI (Needs improvement) S (Satisfactory) E (Exceptional)
33. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
34. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Structures
35. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
PMS Structures
Employee will evaluate own
performance and Manager of
the employee will evaluate
employee’s performance
Employee will evaluate own
performance, no manager
apprasial
Manager of the employee will
evaluate employee’s
performance, no self appraisal
Self Appraisal
Manager Appraisal
Manager Appraisal Self Appraisal
Technique –
Management By Objective
Technique –
Confidential Report
Technique –
Rating Scale, Check List,
Essay Appraisal, Critical
Incident
36. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Techniques
37. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Rating Scale Method
Rated on a scale that usually has several
points range
Example
Work Efficiency of the employee 1 2 3
(1 is Bad, 2 is Average, 3 is Good)
Target Achievement of the employee 1 2 3
(1 is Bad, 2 is Average, 3 is Good)
Performance Management
Check List Method
A checklist of the parameters – specific and
close ended
Example
Is the employee Regular? Yes No
Is the employee efficient? Yes No
38. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Essay Appraisal Method
Descriptive in nature, also known as Free
Form method
Example
Describe the major contributions by the
employee this year.
Performance Management
Critical Incident Method
Lists of very effective and ineffective action
recorded – positive/negative
Example
Critical incident if any mention
1. Customer escalation complaint about misbehaviour
on 22/07/2019 (negative)
2. Worked even on week offs to complete project as
client preponed the submission deadline (positive)
39. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Confidential Report Method
Described report of the employee’s
performance, to be maintained throughout
the year but to be submitted during
appraisal time by Manager (mostly used in
government organisation)
Performance Management
Management by Objective Method
critical analytical report prepared with
data and graphical representation of data
– desired outcome and actual outcome of
goals for each team and team members,
establish new goals and new strategies for
goals not achieved (mainly for senior
management positions)
40. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Form
41. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Appraisal
Self Appraisal Form
To evaluate self performance by the
employee
Manager Appraisal Form
To evaluate the employee performance
by manager
42. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Manager Appraisal Form
Information Section
(Employee & Manager Details)
Quantitative Methods
(Rating Scale and/or Check List)
Qualitative Methods
(Essay Appraisal and/or Critical Incident)
Final Rating and Comments
(as per the Rating Tool of PMS)
Self Appraisal Form
Information Section
(Employee Details)
Quantitative Methods
(Rating Scale and/or Check List)
Qualitative Methods
(Essay Appraisal and/or Critical Incident)
Final Rating and Comments
(as per the Rating Tool of PMS)
43. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Activity
44. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
PMS Form Designing
All Students will be asked to design PMS form for self appraisal & manager
appraisal as per the given criteria
45. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
360o Feedback Process
46. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
System in which employees receive
confidential, anonymous feedback from
The people who work around them.
Includes the employee's manager, peers,
and direct reports and clients.
47. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
180 Degree Feedback Process
A 180-degree feedback is where your raters are at the
same level as you (peers or colleagues), and a person you
report to.
720 Degree Feedback Process
720 degree performance appraisal is an integrated
method of performance appraisal where, the
performance of an employee is evaluated from 360
degrees (Management, Colleagues, Self and also
customers) and timely feedback is given and
performance is evaluated again based on the targets
that are set.
48. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Activity
49. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
360 Degree Feedback Form Designing
All Students will be asked to design 360 degree feedback form. At least 20
questions should be there in the form. Use rating scale and checklist
techniques to form the questionnaire.
50. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Mandate
51. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
HRD fixes percentages for each performance
category
Main objective is to keep minimum and
equal percentages of employees in high and
low performance zone, and maximum
percentages of employees in average
performance zone
For example, an organization using rating
tool 1 (bad), 2 (average), 3 (good) for PMS,
and PMS mandate sets by HRD for that year
is 20 % of employees for rating 1, 80% of
employees for rating 2, 20% of employees
for rating 3.
This will help HRD to finalise the rating, and
subsequent budgets and strategies for
training, rewards & recognition,
performance improvement programs, etc
52. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Bell Curve
53. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Problem
Tendency of the manager to rate high to all
team members, so that everyone is happy
and rewarded. Exceed company budget of
Rewards. No fear of being poor performer.
Solution
Restrict number of employees in each
performance rating category Forcefully.
Graphical representation of PMS Mandate,
Is known as Bell Curve .
54. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
Activity
55. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Bell Curve Designing
All Students will be asked to make Bell Curve of an organization where there
are 1000 employees –
400 employees are in Sales Department
300 employees are in Marketing Department
200 employees are in Operation Department
100 employees are in Administration Department
PMS Rating Tool: 5 is Excellent, 4 is Good, 3 is Average, 2 is Bad, 1 is Poor
PMS Mandate: 10% for rating 5 & 1, 20% for 4 & 2, 40% for 3
56. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Performance Management
PMS Errors
57. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Halo Effect
Horn Effect
Leniency Error
Central Tendency Error
First Impression Error
Scoring Error
Recency Error
Similarity Errors
Contrast Errors
Insufficient Listening
Holding a Grudge
The Sunflower Effect
58. www.hrspot.co.in | ISO Certified | Winner of 8 Service Excellence Awards
Performance Management
Halo Effect
• The halo effect is the propensity for raters to inflate all other ratings in response
to a single positive review.
Horn Effect
• The horns effect is the propensity for raters to mark everything on the low end of
the scale as a result of a single negative attribute.
Leniency Error
• It pertains with how forgiving the rater is and how "too easy" they are with the
person they are rating. As a result, every score will be extremely high
Central Tendency Error
• When rater share average ratings(3/5 or 7/10) for everyone for every question.
First Impression Error
• The propensity of an appraiser to overvalue their first impression of an
employee's performance.
Recency Error
• When rater share ratings on the basis of recent last performance by ignoring past
performance.
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Performance Management
Similarity Errors
• Ratings are influenced by similarity in age, gender, race, interest, talents, and
experience.
• Contrast Errors
• In which the evaluation of a target person in a group is affected by the level of
performance of others in the group.
Holding a Grudge
• When the rater makes the evaluation based on a grudge, he harbours feelings of
hatred or animosity toward someone for something they did.
The Sunflower Effect
• To make yourself look good and to please everyone, rate everyone highly,
regardless of performance.
Scoring Error
• Its basically typo error.
Insufficient Listening:
• Sharing the rating before listening to the facts of concern to employees.
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Performance Management
Performance Management
Talent Management
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Performance Management
HR process designed to identify, develop,
motivate, and retain productive, engaged
employees
Identify future requirements
Identify potential talents internally suitable
for the future need
Develop, nurture, guide and motivate them
to prepare for the future need
Major phases of Talent Management
Diversity/Inclusion (Source)
Engagement (Alignment)
Competency (Learning & Development)
Retention (Reward & Recognition)