Definitions

2. Meaning of performance planning
 Performance planning is the process of
communication between a manager and an employee
that results in mutual understanding of what the
employee should be doing during the next period of
time.

3. Performance Planning Defined
1. Performance Planning may be defined as a
systematic outlining of the activities that the
manager is expected to undertake during a specified
period so that he is able to make his best
contribution to developmental and organizational
outcomes.
(Rao 2004)

4. 2. Performance planning define expectations- the results
to be achieved and the skills, knowledge, expertise,
and capabilities required to attain these results.
(Armstrong 2000)

5. 3.Performance planning is a process in which employee
and manager work together to determine what the
employee should be doing in the next year and what
successful performance means.
(Bacal 1998)

6. Objectives of Performance
Planning
At Organizational Level :-
1. To clearly define and communicate to employees the
organization's mission, objectives, strategies, and
performance goals.
2. To provide appropriate resourses, support, and
training to employees in order to achieve goals and
targets.

7. 3. To ensure that employees receive feedback on a
continuous basis.
4. To align job description with organizational objectives
and strategy
5. To boost motivation and self-concept of the
employees.

8. At Manager Level:-
1. To provide opportunity to employees for joint goal
setting for greater ownership and accountability.
2. To clearly articulate performance metrics used to
measure employee to perform success in meeting
agreed goals and targets
3. To provide training wherever required, to euip the
employee to perform as planne3d
4. To provide an ongoing ‘On-the-Job’ feedback.

9. At Employee level:-
1.To determine performance goals and targets with the
manager.
2. To view manager as a counselor 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

10. METHODOLOGIES OF
PERFORMANCE PLANNING
 Key Performance Areas
 Key Result Areas
 Task and Target Identification and
 Goal Setting Exercises

11. PROCESS OF PERFORMANCE
PLANNING
 Business Planning
 Key Success Factors
 Departmental objectives and strategies
 Individual’s objectives and action plan
 Individual performance expectations

12. COMPETENCY Defined
 Competency is underlying characteristics required
to perform a given task, activity, or role. Competency
has the following forms- Knowledge , skills and
attitude.
(Gomes 2007)

13. Competency Mapping Defined
 Competency Mapping is the Process of identifying key
competencies for an organization and the jobs and
functions within it
(Nedunchezhin & prabhakar 2007)

14. Methods of Competency Mapping
1. Past performance-based approach
2. Job focused method.
3. Value-based method.

15. COMPETENCY MAPPING AND ITS
LINKAGE TO PERFORMANCE
PLANNING
 It provides structured and documented procedures
which aids in recruitment of competent personnel
with desired skill sets, attributes and training thereby
reducing cost and time of subsequent performance
failures
 It reduces cost of performance development
programmers as the organization has ready inventory
of requisite skill sets
 It helps in benchmarking higher levels of performance

16.  It helps in creating individual learning plans
 It helps in assignment of right job to right person for
better performance as the employee with required skill
sets and training shall be handling it
 It provides management input for gap analysis for
improving performance of the employee in the
requisite business areas