At makemyassignments.com we offer the best quality of assignment help service including performance management assignment help at affordable and reasonable prices.

1. Performance Management
Systems

2.  An amalgamated system of associating business goals
with Key Result Areas (KRAs) of Leaders.
 Converses business goals and strategies.
 Addresses total management within the organization.
 Encourages continuous learning and development.
 Involves critical thinking.
Introduction

3. Performance
Management
System Process

4.  Maximum revenue generation with minimum costs.
 Promoting effective communications within the
department as well as with other departments.
 Targeting on the potential customers and making
attractive offers available.
 Build a culture of honesty and trust.
Goal Setting- A prominent activity
for every business

5.  Management tools used to enhance performance and
achieve desired results.
 Aims at improving current and future performances.
 Used to evaluate performance of projects,
organizations and employees.
 Establishes relations between the older, current and
impending actions.
Monitoring and Evaluation

6.  Performance of the secondee employee monitored.
 Compliance with the KPIs as discussed with the
secondee employee.
 Financial profitability during secondee employee’s
tenure.
 Ability of the secondee employee in maintaining
efficient Customer relationships.
 No training sessions took place.
Monitoring

7.  Revenue is lesser than expected.
 Disengaged employees.
 Low self-confidence and optimism amongst the
employees.
 Inability to attract new and retain the existing talent.
 An environment of chaos and confusion.
 Irresponsibility on the part of the management.
Evaluation

8.  A process of exchange of information between
employees and the managers.
 Negative environment in the organization.
 No Rewards and recognition resulted in
disengagement.
 Inability of the employees to understand their roles
and responsibilities.
Performance Feedback

9. Performance Feedback contd.
Formal Feedback
 Requires proper record
and documentation.
 Flow through defined
channels.
 Time consuming.
 Secrecy of information is
maintained.
Informal Feedback
 No documentation is
done.
 Faster way of
communicating feedback.
 Saves time.
 Threatens secrecy of
information.

10.  Assessing continuous performance firmly.
 Translating strategy into clear and measurable results.
 Planning eloquent performance measures.
 Taking charge from the stakeholders.
 Implementing measures and keeping a record the data in detail.
 Maintaining useful performance reports.
 Assessing the gaps between the actual and desired
performance.
 Improving business processes to meet performance targets.
Performance measurement
processes

11.  Appraisals improve performance.
 Helps in assessing the training and development
need.
 Helps in career and succession planning.
 Formal and informal feedback sessions should be
conducted.
 Performance interviews once in a quarter should be
piloted.
 Ethical appraisal system should be formulated.
Performance appraisals

12.  Records- evidence of functioning and policies of an
organization.
 Documents- structured or unstructured data accessed
by people of an organization.
 Accumulate accurate, behavioral and consistent
information.
 Only job related information to be record.
 Both positive and negative performance is to be
documented.
Records and Documentation

13.  Consistency in documentation, communication and
actions.
 A standard format should be made and used for each
employee.
 Recording of facts based on actual performance.
 No data should be stored on hunch.
 Record direct observation of an employee.
Records and Documentation contd.

14.  Individual information is collected and recorded.
 Quantity, quality and timeliness of the data is
measured.
 KPIs of employees are stated clearly.
 Inter as well as intra organizational measures are
accounted.
Performance Measurement System

15. Key Results Areas
Plan
Monitor
Review and
Evaluate
 Plan- Sustaining amiable inter and
intra departmental relations.
Regular training sessions.
High employee engagement rate.
 Monitor- No training sessions
conducted.
Disengaged employees.
No Reward & recognition program.
 Review and Evaluate- Non-
compliance with the agreed rubrics.
Succession planning is required.
Ensuring regular training sessions.