Performance planning refers to a company's formal process of identifying individual and organizational goals and how to achieve them. The objectives of performance planning are to clearly define goals and strategies for employees, provide resources and training to achieve goals, ensure regular feedback, and align jobs with objectives. Performance planning involves business planning, identifying key success factors, setting department and individual objectives and action plans, setting performance expectations, and using methods like task analysis and goal setting. The importance is that it increases accountability, assists employees by clarifying roles and expectations, and helps achieve organizational excellence through planning. Barriers can include organizational issues, individual issues, and inappropriate work environments.

1. PERFORMANCE
PLANNING S A L O N I

2. Performance planning refers to a
company's formal process of
identifying and planning the
individual's and organization's goals
and the best way to reach them.
According to Armstrong, "Performance
planning defines expectations – the
results to be achieved and the skills,
knowledge, expertise and capabilities
required to attain these results."

3. OBJECTIVES OF
PERFORMANCE
PLANNING
• At Organisational level:
1. To clearly define and
communicate to employees the
organization's mission, objectives,
strategies, and performance goals.
2. To provide appropriate
resources, support, and training to
employees in order to achieve goals
and targets.
3. To ensure that employees
receive regular feedback.
4. To align job description with
organizational objectives and
strategy.

4. • At Manager level:
1. To provide opportunity to employees for joint
goal setting for greater ownership and
accountability.
2. To define and clarify performance measures
used for measuring employee's performance in
achieving the set goals and objectives.
3. To provide training wherever required, to
enable the employee to perform as expected.
4. To provide an ongoing ‘On-the-Job’
feedback.

5. • At Employee level:
1.To determine performance goals and targets
with the manager.
2. To view manager as a counsellor or mentor
rather than someone who passes judgment.
3. To become receptive to feedback.
4. To develop self-efficacy for providing
information on self-performance

6. PROCESS OF PERFORMANCE
PLANNING
Business Planning
Key Success factors
Departmental Objectives and Strategies
Individual's Objectives and Action Plan
Individual Performance Expectations

7. METHODS OF
PERFORMANCE
PLANNING
 Task Analysis
 Key Performance Areas
 Key Result Areas
 Action Plans
 Goal Setting Exercise

8. IMPORTANCE OF PERFORMNCE
PLANNING
It increases the overall objectivity and accountability of the performance
management process.
It assists employee by making them clear about their roles, responsibilties and
performance expectations, so that they can give their best towards organisational
goals.
It works in the direction of organizational excellence by planning and unifying
manegerial insight, employees' efforts and optimum resource utilisation.
It concentrates on areas of critical importance and concern for better utilisation
of time, resources and efforts.

9. BARRIERS IN PERFORMANCE
PLANNING
Organisational Barriers
Individual Barriers
Some other barriers:
Inappropriate work environment,
politics and interpersonal conflicts.

10. THANK YOU