This document provides information about performance management at Vedantu. It discusses setting goals that are specific, measurable, achievable, relevant and time-bound. The performance management process involves goal setting, self-evaluation, manager evaluation, and performance discussions. Key dates for the process are provided. Resources like the PMS portal, documentation and HR contacts are also listed. Steps for using the Vibe tool for goal setting and self-review are outlined.
The document outlines an organizational development plan with 4 phases:
1) Organizational assessment to evaluate structure and competencies
2) Development of competencies and succession plans to drive the company's core values
3) Assessment of personnel and development of training programs
4) Consolidation of results and implementation of plans
The goal is to reinforce competencies, assess talent, create succession plans, and offer training to improve performance.
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
This document provides guidance on implementing business excellence for small and medium enterprises. It discusses core business excellence concepts and values, and provides tools to help organizations assess their readiness for a business excellence approach. The document then describes various common business excellence initiatives that organizations can implement to improve performance. It focuses on describing six specific initiatives that are useful for achieving quick wins: leadership, strategic planning, customer focus, workforce focus, operations focus, and measurement and analysis. Implementing these initiatives can help set an organization on the path towards sustained business excellence.
The document discusses 360-degree performance appraisals. It explains that 360-degree appraisals involve collecting feedback about an employee from their manager, peers, direct reports, and customers. The process aims to provide a more comprehensive view of an employee's performance. Some key advantages are that it provides honest assessments from multiple perspectives and helps employees identify strengths and areas for development. However, 360-degree appraisals also have potential disadvantages like bias and lack of validity if not implemented correctly. The document also provides tips for effective implementation and training of appraisers.
Performance Reviews & Appraisal - Information and Training by Pathway GroupThe Pathway Group
1. The document discusses the importance of performance reviews for aligning employee goals with business objectives and ensuring high performance. However, many companies have dysfunctional review processes.
2. A successful review process includes setting SMART goals, creating action plans, regularly monitoring progress, obtaining objective feedback, and linking performance to compensation. It should not be a single annual event but rather an ongoing dialogue.
3. Training managers is key so they can effectively conduct reviews, provide feedback, and identify development areas for employees. With an effective system in place, companies see benefits like increased motivation, retention, and success.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Understanding the importance of Key Performance Indicators (KPIs) in today's competitive business environment, we're excited to introduce our comprehensive KPI Training Program. This program is designed to equip your team with the necessary skills to identify, analyze, and improve key business metrics, ultimately driving your company's performance and success.
Please visit our website at https://officecentralcloud.com/Trainings/KPItraining for more information and to register your interest!
The document outlines an organizational development plan with 4 phases:
1) Organizational assessment to evaluate structure and competencies
2) Development of competencies and succession plans to drive the company's core values
3) Assessment of personnel and development of training programs
4) Consolidation of results and implementation of plans
The goal is to reinforce competencies, assess talent, create succession plans, and offer training to improve performance.
The document discusses performance management processes including:
1) Setting objectives and defining responsibilities at the beginning of the cycle through performance planning.
2) Monitoring performance and providing ongoing feedback throughout the cycle.
3) Periodically reviewing performance and achievements to evaluate progress and make adjustments.
This document provides guidance on implementing business excellence for small and medium enterprises. It discusses core business excellence concepts and values, and provides tools to help organizations assess their readiness for a business excellence approach. The document then describes various common business excellence initiatives that organizations can implement to improve performance. It focuses on describing six specific initiatives that are useful for achieving quick wins: leadership, strategic planning, customer focus, workforce focus, operations focus, and measurement and analysis. Implementing these initiatives can help set an organization on the path towards sustained business excellence.
The document discusses 360-degree performance appraisals. It explains that 360-degree appraisals involve collecting feedback about an employee from their manager, peers, direct reports, and customers. The process aims to provide a more comprehensive view of an employee's performance. Some key advantages are that it provides honest assessments from multiple perspectives and helps employees identify strengths and areas for development. However, 360-degree appraisals also have potential disadvantages like bias and lack of validity if not implemented correctly. The document also provides tips for effective implementation and training of appraisers.
Performance Reviews & Appraisal - Information and Training by Pathway GroupThe Pathway Group
1. The document discusses the importance of performance reviews for aligning employee goals with business objectives and ensuring high performance. However, many companies have dysfunctional review processes.
2. A successful review process includes setting SMART goals, creating action plans, regularly monitoring progress, obtaining objective feedback, and linking performance to compensation. It should not be a single annual event but rather an ongoing dialogue.
3. Training managers is key so they can effectively conduct reviews, provide feedback, and identify development areas for employees. With an effective system in place, companies see benefits like increased motivation, retention, and success.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Understanding the importance of Key Performance Indicators (KPIs) in today's competitive business environment, we're excited to introduce our comprehensive KPI Training Program. This program is designed to equip your team with the necessary skills to identify, analyze, and improve key business metrics, ultimately driving your company's performance and success.
Please visit our website at https://officecentralcloud.com/Trainings/KPItraining for more information and to register your interest!
This document discusses performance management and competency mapping. It defines performance management as a strategic approach to improving employee performance and developing capabilities to help achieve organizational objectives. The objectives and process of performance management are outlined. Strategic performance management is defined and its steps are described. Trends in performance appraisal discussed include self-appraisal, competency mapping, and balanced scorecards. Competency mapping is defined as identifying competencies for jobs and incorporating them in HR processes like evaluations and training. The benefits and process of competency mapping are explained.
The document outlines the objectives and key aspects of conducting performance evaluations for supervisors and mid-level managers. It discusses establishing clear goals and objectives, observing and documenting performance, providing ongoing feedback, using different evaluation models such as formal, 360-degree, or competency-based appraisals, rating performance in categories such as goals, duties, skills, and relationships, and ensuring supervisors and evaluators are properly trained in conducting effective evaluations. The overall purpose is to improve communication, measure and develop performance, and link evaluations to compensation, advancement, and retention decisions.
This solution set will assist you in sifting through the mess and understanding the basics of performance appraisal, recognizing the various formal methods that are out there and determining what components you need to build a performance appraisal program that meets the goals of your organization.
The information in this report will provide:
•The benefits and challenges of performance appraisal methods, when to draw from them and how to overcome the limitations of rater biases.
•Advice on the contested use of forced ranking and 360-degree feedback.
•Short term activities that will get you started on effective performance appraisal practices.
Use this knowledge to prepare yourself in order to create an effective performance appraisal program.
Coaching for Excellence - Annual Performance Review ProcessTrey Scarpa
The document outlines an annual performance review process called "Coaching for Excellence" for a company. It aims to provide feedback, coaching, aligned work objectives, improved performance, retention, learning and equitable rewards decisions. Key aspects include annual goal setting between employees and managers, quarterly reviews, annual evaluations, and development planning to help employees thrive in their careers. All employees and managers must complete stages of the process by set deadlines.
In this file, you can ref useful information about appraisal performance such as appraisal performance methods, appraisal performance tips, appraisal performance forms, appraisal performance phrases … If you need more assistant for appraisal performance, please leave your comment at the end of file.
In this file, you can ref useful information about performance of appraisal such as performance of appraisal methods, performance of appraisal tips, performance of appraisal forms
In this file, you can ref useful information about how to write performance appraisal comments such as how to write performance appraisal comments methods, how to write performance appraisal comments tips, how to write performance appraisal comments forms, how to write performance appraisal comments phrases … If you need more assistant for how to write performance appraisal comments, please leave your comment at the end of file.
The Balanced Scorecard is a strategic planning and management system used to align business activities to the organization's vision and strategy, improve internal and external communications, and monitor performance against strategic goals. It balances financial and non-financial metrics in four key areas: financial, customer, internal business processes, and learning and growth. Implementing a Balanced Scorecard requires executive sponsorship, involvement of leaders and employees in development, choosing a champion, and viewing it as a continual process rather than a short-term project.
In this file, you can ref useful information about sample performance appraisal form such as sample performance appraisal form methods, sample performance appraisal form tips, sample performance appraisal form forms, sample performance appraisal form phrases … If you need more assistant for sample performance appraisal form, please leave your comment at the end of file.
Contents
Introduction.
Definition of controlling.
Control process and types of control.
Definition of performance appraisal.
The Purposes of a Performance Appraisal.
Who Performs the Appraisal?
What Makes an Effective Appraisal System?
Conducting an Effective Performance Appraisal Meeting.
Bias in Performance Appraisals.
The document discusses 360 degree performance appraisals. It explains that 360 degree appraisals involve collecting feedback on an employee's performance from subordinates, peers, managers, customers, and suppliers. The process involves distributing questionnaires to these sources to rate the employee on various competencies. Some advantages are that it provides a more complete view of performance and helps employees improve. However, 360 degree appraisals can fail if not implemented properly, due to issues like bias, lack of commitment, and difficulty analyzing results. The document also provides details about how to conduct 360 degree appraisals and addresses related topics like training appraisers, making the process effective, and conducting appraisal interviews.
The document outlines the steps to creating a personal development action plan (PDP). It defines a PDP as a structured process for an individual to reflect on their learning and plan career development. The key steps involve identifying the requirements of one's current and future roles, determining strengths and areas for development, and creating SMART goals. Tips are provided on learning styles, activities for personal development, evaluating progress, and ensuring goals are met.
This document discusses the importance of succession planning for organizations. It outlines benefits like identifying talent pools, keeping employees engaged, and creating a talent-driven culture. It provides best practices such as defining performance standards, identifying high performers, and specifying development opportunities. The document also describes steps to develop a succession strategy including identifying critical positions and candidates, determining development needs, and measuring the impact of the succession management program.
6 Year Plan for an Organizational Development TeamDarin Phillips
1. The document outlines a six-year process to build an organization's future capabilities through strategic planning, competency development, and organizational development.
2. Key elements include establishing a strategic plan, values, and balanced scorecard metrics; assessing and developing employee competencies; and implementing interventions to optimize processes and develop talent.
3. By following this process, the organization aims to align employees with its vision, improve leading performance indicators, tie rewards to development, recognize talent, attract top talent, and ensure competence at all levels.
The document provides guidance on effective goal setting for employees. It outlines the MyGoals tool, which allows employees to align their goals with business priorities and strategic initiatives. It discusses the importance of establishing SMART goals and provides tips for writing clear, measurable goals. The process for discussing goals with managers and getting feedback is also summarized.
No, there is no such thing as a 720 degree feedback process. 360 degree feedback involves collecting feedback on a person's performance from their supervisor, peers, direct reports, and sometimes customers or others. This provides a 360 degree view of their performance from different perspectives. Adding another 360 would not make conceptual sense.
This document discusses performance management. It begins by defining performance management as a strategic and integrated approach to improving employee performance and developing capabilities. Some key benefits include aligning goals, improving engagement, and increasing transparency. The objectives, process, and techniques of performance management are then outlined. Traditional methods include essays and rankings, while modern approaches involve management by objectives, 360-degree feedback, and assessment centers. The stages of performance management typically involve planning, monitoring, reviewing, and rewarding.
A manager's guide to performance appraisalsmmspencer11
This document provides an overview of a 1-hour online course for managers on conducting effective employee performance evaluations. The course teaches managers how to set clear performance expectations, establish goals and responsibilities, review progress, and determine strengths and weaknesses. It emphasizes using evaluations to understand where employees are, plan for future improvements, and eliminate negative behaviors. The goal is for managers and employees to have honest discussions to improve performance and business results.
This document summarizes a presentation on developing employee and organizational performance through performance appraisals and coaching. It discusses:
1) Linking performance appraisals and goal setting to coaching practices to improve employee performance, satisfaction, and retention.
2) Key elements of effective performance appraisal and coaching systems including feedback, clear expectations, and a continuous performance development cycle.
3) Barriers to performance management like inadequate manager skills and disconnect from organizational strategy.
More Related Content
Similar to Performance Management Process (1).pptx
This document discusses performance management and competency mapping. It defines performance management as a strategic approach to improving employee performance and developing capabilities to help achieve organizational objectives. The objectives and process of performance management are outlined. Strategic performance management is defined and its steps are described. Trends in performance appraisal discussed include self-appraisal, competency mapping, and balanced scorecards. Competency mapping is defined as identifying competencies for jobs and incorporating them in HR processes like evaluations and training. The benefits and process of competency mapping are explained.
The document outlines the objectives and key aspects of conducting performance evaluations for supervisors and mid-level managers. It discusses establishing clear goals and objectives, observing and documenting performance, providing ongoing feedback, using different evaluation models such as formal, 360-degree, or competency-based appraisals, rating performance in categories such as goals, duties, skills, and relationships, and ensuring supervisors and evaluators are properly trained in conducting effective evaluations. The overall purpose is to improve communication, measure and develop performance, and link evaluations to compensation, advancement, and retention decisions.
This solution set will assist you in sifting through the mess and understanding the basics of performance appraisal, recognizing the various formal methods that are out there and determining what components you need to build a performance appraisal program that meets the goals of your organization.
The information in this report will provide:
•The benefits and challenges of performance appraisal methods, when to draw from them and how to overcome the limitations of rater biases.
•Advice on the contested use of forced ranking and 360-degree feedback.
•Short term activities that will get you started on effective performance appraisal practices.
Use this knowledge to prepare yourself in order to create an effective performance appraisal program.
Coaching for Excellence - Annual Performance Review ProcessTrey Scarpa
The document outlines an annual performance review process called "Coaching for Excellence" for a company. It aims to provide feedback, coaching, aligned work objectives, improved performance, retention, learning and equitable rewards decisions. Key aspects include annual goal setting between employees and managers, quarterly reviews, annual evaluations, and development planning to help employees thrive in their careers. All employees and managers must complete stages of the process by set deadlines.
In this file, you can ref useful information about appraisal performance such as appraisal performance methods, appraisal performance tips, appraisal performance forms, appraisal performance phrases … If you need more assistant for appraisal performance, please leave your comment at the end of file.
In this file, you can ref useful information about performance of appraisal such as performance of appraisal methods, performance of appraisal tips, performance of appraisal forms
In this file, you can ref useful information about how to write performance appraisal comments such as how to write performance appraisal comments methods, how to write performance appraisal comments tips, how to write performance appraisal comments forms, how to write performance appraisal comments phrases … If you need more assistant for how to write performance appraisal comments, please leave your comment at the end of file.
The Balanced Scorecard is a strategic planning and management system used to align business activities to the organization's vision and strategy, improve internal and external communications, and monitor performance against strategic goals. It balances financial and non-financial metrics in four key areas: financial, customer, internal business processes, and learning and growth. Implementing a Balanced Scorecard requires executive sponsorship, involvement of leaders and employees in development, choosing a champion, and viewing it as a continual process rather than a short-term project.
In this file, you can ref useful information about sample performance appraisal form such as sample performance appraisal form methods, sample performance appraisal form tips, sample performance appraisal form forms, sample performance appraisal form phrases … If you need more assistant for sample performance appraisal form, please leave your comment at the end of file.
Contents
Introduction.
Definition of controlling.
Control process and types of control.
Definition of performance appraisal.
The Purposes of a Performance Appraisal.
Who Performs the Appraisal?
What Makes an Effective Appraisal System?
Conducting an Effective Performance Appraisal Meeting.
Bias in Performance Appraisals.
The document discusses 360 degree performance appraisals. It explains that 360 degree appraisals involve collecting feedback on an employee's performance from subordinates, peers, managers, customers, and suppliers. The process involves distributing questionnaires to these sources to rate the employee on various competencies. Some advantages are that it provides a more complete view of performance and helps employees improve. However, 360 degree appraisals can fail if not implemented properly, due to issues like bias, lack of commitment, and difficulty analyzing results. The document also provides details about how to conduct 360 degree appraisals and addresses related topics like training appraisers, making the process effective, and conducting appraisal interviews.
The document outlines the steps to creating a personal development action plan (PDP). It defines a PDP as a structured process for an individual to reflect on their learning and plan career development. The key steps involve identifying the requirements of one's current and future roles, determining strengths and areas for development, and creating SMART goals. Tips are provided on learning styles, activities for personal development, evaluating progress, and ensuring goals are met.
This document discusses the importance of succession planning for organizations. It outlines benefits like identifying talent pools, keeping employees engaged, and creating a talent-driven culture. It provides best practices such as defining performance standards, identifying high performers, and specifying development opportunities. The document also describes steps to develop a succession strategy including identifying critical positions and candidates, determining development needs, and measuring the impact of the succession management program.
6 Year Plan for an Organizational Development TeamDarin Phillips
1. The document outlines a six-year process to build an organization's future capabilities through strategic planning, competency development, and organizational development.
2. Key elements include establishing a strategic plan, values, and balanced scorecard metrics; assessing and developing employee competencies; and implementing interventions to optimize processes and develop talent.
3. By following this process, the organization aims to align employees with its vision, improve leading performance indicators, tie rewards to development, recognize talent, attract top talent, and ensure competence at all levels.
The document provides guidance on effective goal setting for employees. It outlines the MyGoals tool, which allows employees to align their goals with business priorities and strategic initiatives. It discusses the importance of establishing SMART goals and provides tips for writing clear, measurable goals. The process for discussing goals with managers and getting feedback is also summarized.
No, there is no such thing as a 720 degree feedback process. 360 degree feedback involves collecting feedback on a person's performance from their supervisor, peers, direct reports, and sometimes customers or others. This provides a 360 degree view of their performance from different perspectives. Adding another 360 would not make conceptual sense.
This document discusses performance management. It begins by defining performance management as a strategic and integrated approach to improving employee performance and developing capabilities. Some key benefits include aligning goals, improving engagement, and increasing transparency. The objectives, process, and techniques of performance management are then outlined. Traditional methods include essays and rankings, while modern approaches involve management by objectives, 360-degree feedback, and assessment centers. The stages of performance management typically involve planning, monitoring, reviewing, and rewarding.
A manager's guide to performance appraisalsmmspencer11
This document provides an overview of a 1-hour online course for managers on conducting effective employee performance evaluations. The course teaches managers how to set clear performance expectations, establish goals and responsibilities, review progress, and determine strengths and weaknesses. It emphasizes using evaluations to understand where employees are, plan for future improvements, and eliminate negative behaviors. The goal is for managers and employees to have honest discussions to improve performance and business results.
This document summarizes a presentation on developing employee and organizational performance through performance appraisals and coaching. It discusses:
1) Linking performance appraisals and goal setting to coaching practices to improve employee performance, satisfaction, and retention.
2) Key elements of effective performance appraisal and coaching systems including feedback, clear expectations, and a continuous performance development cycle.
3) Barriers to performance management like inadequate manager skills and disconnect from organizational strategy.
Similar to Performance Management Process (1).pptx (20)
2. CONTENT
What is Performance Management
Philosophy
Significance
Performance Management Process
Goal Setting
Guidelines for Goal Setting
Rating Scale/Self Evaluation
Performance Coversation:3D Model
Key Dates
Resources
StepsFor Goal Setting and self review - VIBE
3. Performance
Management
Cycle
Plan
Act
Track
Review
Vedantu’s Goals &
Values
PERFORMANCE MANAGEMENT
“Performance management is the continuous process of improving performance by setting individual and team goals which are
aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing and assessing progress,
and developing the knowledge, skills, and abilities of people”.
4. PHILOSOPHY
“A systematic & unbiased process to Acknowledge,
Encourage & Nurture an employee’s performance in
Vedantu to synergize a high-performing culture”
5. SIGNIFICANCE
What gets measured gets done
Clarify expectations and standards.
Plan to enhance knowledge, skills, and
prepare them to take larger responsibilities.
Review & track progress.
Acknowledgement, Encouragement & Reward.
Assessment
Recognition
Monitoring
Development
Feedforward
Key-Benefits
6. PERFORMANCE MANAGEMENT PROCESS
Goal Setting
Self-
Evaluation
Manager’s
Evaluation
Performance
Discussion
Calibration,
Rating &
Development
Plan
14. QUANTITATIVE RATING
Exceeds All (EA) Exceeds Most (EM) Meets All (MA) Meets Some (MS)
Overachieved all the
targets
Overachieved most
targets
Achieved targets Missed targets
frequently
Proactive in approach Contributes to team
development
Takes initiative and
dedicated team player
Needs a lot of
supervision
Demonstrates Org
Values
Contributes to
Organisational goal
Inclined towards
learning & growth
Not a team player
Outstanding performer
& team player
High potential
employee
Active participation in
org development
Difficult to train or
coach
15. QUALITATIVE RATING
Exceeds All (EA)
(Contributes Strategically)
Exceeds Most (EM)
(Contributes through others)
Meets All (MA)
(Contributes Independently)
Meets Some (MS)
(Contributes Dependently)
Provides direction Have collaborative approach Takes responsibility for defined
projects
Willingly accepts supervision
Defines/drives critical
business opportunities and
needs
Manages required resources
Develops broad business
perspective,stimulates others
through ideas and knowledge
Relies less on supervision;
works independently and
produces significant results
Demonstrates success on a part
of a project /task
Develops high potential
individual to prepare them
for leadership roles
Involved as a manager, mentor,
or idea leader in developing
others
Continuously learn functional
skills and ability
Masters basic/ routine tasks
Represents the organization
on critical strategic issues
Builds a strong internal &
external network
Builds a strong internal
network of relationships
& builds credibility
Shows “directed” creativity and
initiative
21. STAY POSITIVE!
Take time to reflect
Analyse Patterns
Avoid Personal bias
It’s not you, it's your
performance
Take Action
22. KEY DATES
Milestones Date/Month
System Open 20 April 2022
Self-Evaluation 20 April - 30 April
Manager’s
Evaluation
02May -10 May
Performance
Discussion & Comm
Last week of May
23. RESOURCES
Help Address
PMS Portal https://vedantu.darwinbox.in/
Technical Queries related
to Vibe
Vibe@vedantu.com
Self-help document https://docs.google.com/document
/d/1CZIEvnl4Vs3NhaJDZTdJeAcX48d
S-
CTG87UIudsLCeU/edit?usp=sharing
HR SPOC Contact your respective HRBPs
L & D learning@vedantu.com
24. STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
Step 2
Please click on the Click here Tab, which is
present in the email , you will be directed to the
Performance Page on Vibe as shown the Image.
Step 1
Look out
for this
Email In
your Inbox
25. Step 3
You need to add goals (Min 1 & Max 5 Goals) and submit it for
Manager approval. You can add the Goal and Goal description by
clicking on Add Goals as shown in the Screenshot
STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
26. Step 5
Post submitting the Goals, in case there is any
changes to be made, you can Recall/Revoke All and
re-submit the goals..
Step 4
On adding all the Goals, click on “Submit”
Tab.
STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
27. Step 6
Post Approval of All the
Goals by the Manager , the
Workflow flows back to you
for submission of Rating
and comments. On the Vibe
Home Page, you need to
click on “Performance” Tile
to be directed to the shown
Image.
STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
28. Appraisee can rate themselves by Selecting the Rating from the Drop Down, update the comments against each Goal and can
also upload supporting documents, if any.
Step 8
On the Same Page, there are Vedantu Core Values, Training
Need where you need to update the ratings/comments or both.
Post submission of Rating and Comments, click on “Submit”
tab which is on Right Hand side Top of the Page. Once
Submitted, you will NOT be allowed to edit any ratings or
comments.
Step 7
As a next step you can rate themselves by Selecting the Rating
from the Drop Down, update the comments against each Goal
and can also upload supporting documents, if any.
STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
29. Appraisee can rate themselves by Selecting the Rating from the Drop Down, update the comments against each Goal and can
also upload supporting documents, if any.
Step 9
Look for this confirmation to know your self
review status.
STEPS FOR GOAL SETTING AND SELF REVIEW - VIBE
“Performance management is the continuous process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organisation, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills, and abilities of people”.
Plan: Performance Goals
Act: Achieve Goals/work towards objectives & deliver tasks
Track: Track Prgress/Seek feedback/Develop yourself
Review:Review Achievements,Identify learnings,discuss career goals,Agree on actionables