The document outlines a performance management process (PMP) with the following key steps:
1) Setting organizational goals and cascading them to departments and teams.
2) Planning phase where managers collaborate with employees to set objectives, identify training needs, and develop SMART goals.
3) Execution phase where progress is monitored regularly through feedback meetings.
4) Assessment and review phases where performance is evaluated against objectives and development plans are updated.
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Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Performance Reviews & Appraisal - Information and Training by Pathway GroupThe Pathway Group
Performance Reviews & Appraisals looks at why reviews and appraisals are important and how they should be conducted.
Pathway Group provide business management training focusing on coaching, mentoring and leadership. For more information about the courses that we offer please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
For more business advice please visit: www.pathway2grow.co.uk/blog
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
Performance Reviews & Appraisal - Information and Training by Pathway GroupThe Pathway Group
Performance Reviews & Appraisals looks at why reviews and appraisals are important and how they should be conducted.
Pathway Group provide business management training focusing on coaching, mentoring and leadership. For more information about the courses that we offer please call: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
For more business advice please visit: www.pathway2grow.co.uk/blog
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
2. • Every company wants happy and motivated employees.
• Especially considering recent research found a positive
correlation between happy employees and satisfied
customers. If your employees are happy, they work harder,
and the customer benefits.
• But how do you ensure employees stay motivated and
continually improve their performance?
3. • One way is through building a performance
management process that works for your business and
your people.
• we’ll define the performance management process,
outline some key benefits of implementing one, and
show you in 4 steps how to implement your own.
4. What Is A Performance Management Process?
• Performance management is exactly as it sounds. It’s
the process of managing employee performance.
• In technical terms, the performance management
process is a collaborative effort between management
and their employees where they work together to
make observations, set a plan, and monitor the
performance toward achieving specific objectives.
5. • It goes further by providing the tools, knowledge, and
support needed through various communication
milestones.
• Management will help individual employees boost their
performance by setting goals, checking in with them at
certain intervals, and offering up feedback.
• When performed correctly, it’s a rewarding process for
both employees and management.
6. Performance Management Process Steps
Pre- Requisites
• In this phase, your organization’s mission and desired
future position are defined as part of setting a strategy.
• This process is then cascaded across the departments
to set targets for each department.
• Each department should be supporting the
achievement of your organization’s main mission.
7. • Within the department, the targets are then
distributed across the teams. The tasks
needed, methodologies, knowledge, skills
required for each specific job are further
identified in the form of a job description.
8. Planning
• The planning phase is a collaborative effort involving both
managers and employees during which they will:
• Review the employee’s job description to determine if it
reflects the work that the employee is currently doing.
• Identify and review the links between the employee’s job
description, his or her work plan, and the organization’s
goals, objectives and strategic plan.
9. • Develop a work plan that outlines the tasks or deliverables to be
completed, the expected results and the measures or standards
that will be used to evaluate performance.
• Identify critical areas that will be key performance objectives for the
year. The choice of areas may be determined by the organization’s
strategic plan, by the employee’s desire to improve outcomes in a
certain part of his or her job or by a need to emphasize a particular
aspect of the job.
10. • Identify training objectives that will help the
employee grow his or her skills, knowledge
and competencies related to the work.
• Identify career development objectives that
can be part of longer-term career planning
11. Write S.M.A.R.T. Goals
• Often, the most difficult part of the planning phase is developing
clear and appropriate language to describe performance objectives
and measures or indicators of success. S
• supervisors need to ensure that the performance objectives are a
good representation of the full range of duties carried out by the
employee, especially everyday tasks that take time, but are often
not identified as significant accomplishments. The objectives and
indicators need to be S.M.A.R.T.
12. • SPECIFIC (S)
Clearly specify the task to be done, when it must be completed, who is to accomplish
it, and how much is to be accomplished.
• MEASUREABLE (M)
Use multiple measures if possible, for example, quantity, quality, time frame and cost.
Ask questions such as: How much? How many? How will I know when it is
accomplished?
ATTAINABLE (A)
Ensure there is a reasonable path to achievement and an excellent chance that
objectives will be accomplished.
13. • RELEVANT (R)
Goals should be aligned with the organization’s overall
mission or strategy. Goals measure outcomes, not
activities.
• TIME BASED (T)
Set a clear time frame for achieving performance
objectives/goals. In most cases, objectives must be
completed by the end of the performance review period.
14. Excution
• Performance management includes coaching employees to address
concerns and issues related to performance so that there is a
positive contribution to the organization.
• Monitoring day-to-day performance does not mean watching over
every aspect of how employees carry out assigned activities and
tasks. Managers should not micro-manage employees, but rather
focus their attention on results achieved, as well as individual
behaviors and team dynamics affecting the work environment.
15. During this phase, the employee and supervisor should
meet regularly to:
• Assess progress made toward meeting performance
objectives
• Identify barriers that may prevent an employee from
accomplishing performance objectives and what can be
done to overcome them
• Share feedback on progress relative to the goals
16. • Identify changes in the work plan that may be
required as a result of a shift in organization
priorities or when an employee is required to
take on new responsibilities
• Determine if any extra support is required from
the managers or others to assist the employee in
achieving his or her objectives
17. Provide Feedback
Feedback is specific information provided to the employee that
communicates how the employee’s behavior is affecting the
workplace.
• Feedback can be factual (based on observations of the employee’s
behavior and its resulting consequences) or emotional (based on
how other people react to the employee’s behavior).
• Ideally, both types of feedback should be shared with the employee
in a feedback meeting.
18. • Positive feedback involves telling an employee about good
performance.
• Make this type of feedback timely, specific, and frequent as
recognition for effective performance is a powerful motivator.
Constructive feedback alerts an employee to areas in need of
improvement.
• Feedback should be descriptive, detailed, and focused on the
action, not the person.
• The main purpose is to help people understand where they stand in
relation to the expected performance and behaviors.
19. • If an employee is not meeting performance
expectations, managers need to provide
constructive and honest feedback.
• It’s important to do this before an issue escalates
into a significant problem. On the next few slides,
you will find a few points to consider when giving
constructive feedback.
20. Give Effective Feedback
• Prepare and State the Facts
• Consider the issue(s) you want to address in the meeting and
confirm the facts of the performance or behavior problem.
• Make sure you know and can describe the details of the
event(s) that necessitated the coaching session.
• Select a meeting location that provides privacy and minimal
interruptions.
• Approach the discussion calmly with objectivity and clarity
21. • Speak in a non-threatening tone. ӹ Describe
performance or behavior issues in an objective,
factual, and nonjudgmental fashion.
• Provide specific examples.
• Identify the impact the employee’s
actions/behaviors have on coworkers or the
organization as a whole.
22. Agree on an Action Plan
• Ask the employee to suggest a plan that addresses the
issue and offer your suggestions when necessary.
• Agree on a specific plan of action that details the steps
the employee must take toward improvement the plan
to implement change and the agreed upon time frame
for completing the action plan.
23. • Document the action plan and keep it in the
employee’s performance management file. If the
plan also serves as a type of formal discipline, it
must be placed in the employee’s personnel file
as well.
• Specify the consequences to the employee if the
performance/ behavior issue is not resolved.
24. Performance Assessment
• Performance assessment is the next stage followed by
performance execution.
• In this phase, the employee and manager both are
responsible to measure and assess
• the performance of employee against his targets. The process
should comprise to the extent of individual targets, behaviors
or attitude and special achievements during the performance
appraisal cycle.
25. Performance Review
• The performance review stage is a platform where the
subordinate and superior exchange performance
feedbacks and review performances against given
targets or goals to individual.
• To make the performance review successful, the
involvement and exchange of dialogue are equally
essential between employee and his manager.
26. • Apart from performance review, they also discuss
about the development plans, trainings to
improve skills and knowledge, next year goals
and targets and expectations of employee and
manager both. Hence, this stage is considered the
base of next year performance appraisal cycle as
well.
27. Performance Renewal and Reconstructing
• The performance management process is an ongoing
continuous process.
• Once the performance has been reviewed and end, then the
cycle starts for the next performance appraisal. It should be
again align with next year organization mission, goals and
objective and integrated with departments goals In facts, it is a
process which starts all over again which needs to be discuss,
design, develop , executed and review again.
28. Strategic planning
• a process that involves describing the organization’s destination,
assessing barriers that stand in the way of that destination, and
selecting approaches for moving forward? The main goal of
strategic planning is to allocate resources in a way that provides
organizations with a competitive advantage. Overall, a strategic plan
serves as a blueprint that defines how the organization will allocate
its resources in pursuit of its goals. Strategic planning serves the
following purposes:
29. • First and foremost, strategic planning allows
organizations to define their identities. In other words,
it provides organizations with a clearer sense of which
they are and what their purposes are. Second, strategic
planning helps organizations prepare for the future
because it clarifies the desired destination. Knowing
where the organization wants to go is a key first step in
planning how to get there.
30. • Third, strategic planning allows organizations to analyze their
environment, and doing so enhances their ability to adapt to
environmental changes and even anticipate future changes.
Although knowledge of the environment does not guarantee that
an organization will be more likely to change and adapt, knowledge
is the first step toward possible adaptation. Fourth, strategic
planning provides organizations with focus and allows them to
allocate resources to what matters most.
31. • There are several steps that must be considered in the creation of a
successful strategic plan. These include:
(1) The conduct of an environmental analysis (i.e., the identification of the
internal and external parameters of the environment in which the
organization operates);
(2) The creation of an organizational mission (i.e., statement of what the
organization is all about);
(3) The creation of an organizational vision (i.e., statement of where the
organization intends to be in the long term, say, about 10 years);
32. (4) Setting goals (i.e., what the organization intends to do in
the short term, say, one to three years); and
(5) The creation of strategies that will allow the organization
to fulfill its mission and vision and achieve its goals (i.e.,
descriptions of game plans or how-to procedures to reach the
stated objectives). After each of these issues has been
defined, organizational strategies are created so that the
mission and vision are fulfilled and the stated goals are met