pratibha M M 15-1.pdf
•
0 likes•3 views
The document discusses performance measurement in human resource management. It defines performance measurement as the process of collecting, analyzing, and evaluating how well a project or program is achieving its desired outcomes, goals, and objectives. The aims of performance measurement include clarifying organizational goals, helping organizations accomplish goals more effectively, communicating priorities, supporting strategic planning, and motivating public servants. The objectives of performance management are to set and define goals to fulfill company objectives, align individual objectives with business objectives, optimize individual performance, and identify key result areas for improvement.
Report
Share
Report
Share
Download to read offline
Recommended
Public Service Reform: A Case Example of Performance Management System in Ghana
The document discusses Ghana's efforts to reform its public sector and establish an effective performance management system. It outlines Ghana's challenges with previous performance management systems, including a lack of implementation framework, executive support, and linkage to rewards/sanctions. A new performance management framework was developed with principles of accountability, transparency, equity and ownership. The new system aims to create a performance-driven culture and link performance to incentives through an annual cycle of planning, reviews, appraisals and recognition. It is expected to improve performance, productivity and public satisfaction with public services.
Performance Management
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
performance measures
The document discusses performance measurement and its importance in a business organization. It defines performance measurement as quantitatively evaluating products, services, and processes. It explains that performance measures help understand how well an organization is doing, if it's meeting goals, and where improvements are needed. The document also discusses the Baldrige criteria for performance excellence and its seven factors for evaluating organizational performance.
Chapter7 performancemeasures-140312231919-phpapp01
This document discusses performance measures and their importance in a business organization. It defines performance measures as quantitatively telling us important information about products, services, and processes. Performance measures let organizations know how well they are doing, if goals are being met, if customers are satisfied, and if processes and improvements are needed. The document outlines key elements of performance measures including objectives, typical measurements, criteria, and characteristics. It also discusses benefits of measurement for identifying customer requirements, understanding processes, ensuring fact-based decisions, revealing needed improvements, and verifying that improvements occurred.
PMS - Unit 3.pptx
Performance monitoring involves appraising employee performance on an ongoing basis to ensure goals are met and competencies are developed. It is done through maintaining performance records, identifying key performance indicators, and conducting periodic reviews. The objectives of performance monitoring include fulfilling tasks and goals on time, improving employee performance, and facilitating career development through continuous learning. The process involves using written reports, scheduled meetings, and on-site inspections to gather information on employee performance.
Balancescorecard 130208053655-phpapp02
The balanced scorecard is a strategic planning and management system used to translate an organization's mission and strategy into a comprehensive set of performance measures. It provides top-level managers with a fast but comprehensive view of the organization and allows them to track financial and non-financial metrics across four perspectives: financial, customer, internal business processes, and learning and growth. Objectives and initiatives are defined for each perspective and the balanced scorecard helps organizations focus on and prioritize activities that drive future desired performance.
Unit IV Performance Management 4 LHs..pptx
Performance management is a continuous process that aligns employee goals with organizational objectives. It includes setting performance standards, providing feedback and development, and conducting performance appraisals. The goal is to create an environment where employees can perform to their highest abilities in a way that supports organizational goals. Performance appraisals evaluate employee strengths, weaknesses, and potential on a periodic basis. They provide the basis for decisions around promotion, pay, training, and termination.
Human Capital Management
A performance management system is an organization-wide program that provides a structured approach to communicate business strategy, establish shared goals and how to achieve them, and measure and motivate individual and organizational performance. It consists of setting employee performance expectations, maintaining ongoing dialogue between supervisors and employees, and annual performance appraisals. The objectives of a performance management system include confirming probationary employees, assessing individual, team, and organizational effectiveness and efficiency, determining promotions, identifying training needs, and deciding on pay raises.
Recommended
Public Service Reform: A Case Example of Performance Management System in Ghana
The document discusses Ghana's efforts to reform its public sector and establish an effective performance management system. It outlines Ghana's challenges with previous performance management systems, including a lack of implementation framework, executive support, and linkage to rewards/sanctions. A new performance management framework was developed with principles of accountability, transparency, equity and ownership. The new system aims to create a performance-driven culture and link performance to incentives through an annual cycle of planning, reviews, appraisals and recognition. It is expected to improve performance, productivity and public satisfaction with public services.
Performance Management
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
performance measures
The document discusses performance measurement and its importance in a business organization. It defines performance measurement as quantitatively evaluating products, services, and processes. It explains that performance measures help understand how well an organization is doing, if it's meeting goals, and where improvements are needed. The document also discusses the Baldrige criteria for performance excellence and its seven factors for evaluating organizational performance.
Chapter7 performancemeasures-140312231919-phpapp01
This document discusses performance measures and their importance in a business organization. It defines performance measures as quantitatively telling us important information about products, services, and processes. Performance measures let organizations know how well they are doing, if goals are being met, if customers are satisfied, and if processes and improvements are needed. The document outlines key elements of performance measures including objectives, typical measurements, criteria, and characteristics. It also discusses benefits of measurement for identifying customer requirements, understanding processes, ensuring fact-based decisions, revealing needed improvements, and verifying that improvements occurred.
PMS - Unit 3.pptx
Performance monitoring involves appraising employee performance on an ongoing basis to ensure goals are met and competencies are developed. It is done through maintaining performance records, identifying key performance indicators, and conducting periodic reviews. The objectives of performance monitoring include fulfilling tasks and goals on time, improving employee performance, and facilitating career development through continuous learning. The process involves using written reports, scheduled meetings, and on-site inspections to gather information on employee performance.
Balancescorecard 130208053655-phpapp02
The balanced scorecard is a strategic planning and management system used to translate an organization's mission and strategy into a comprehensive set of performance measures. It provides top-level managers with a fast but comprehensive view of the organization and allows them to track financial and non-financial metrics across four perspectives: financial, customer, internal business processes, and learning and growth. Objectives and initiatives are defined for each perspective and the balanced scorecard helps organizations focus on and prioritize activities that drive future desired performance.
Unit IV Performance Management 4 LHs..pptx
Performance management is a continuous process that aligns employee goals with organizational objectives. It includes setting performance standards, providing feedback and development, and conducting performance appraisals. The goal is to create an environment where employees can perform to their highest abilities in a way that supports organizational goals. Performance appraisals evaluate employee strengths, weaknesses, and potential on a periodic basis. They provide the basis for decisions around promotion, pay, training, and termination.
Human Capital Management
A performance management system is an organization-wide program that provides a structured approach to communicate business strategy, establish shared goals and how to achieve them, and measure and motivate individual and organizational performance. It consists of setting employee performance expectations, maintaining ongoing dialogue between supervisors and employees, and annual performance appraisals. The objectives of a performance management system include confirming probationary employees, assessing individual, team, and organizational effectiveness and efficiency, determining promotions, identifying training needs, and deciding on pay raises.
The changing business environment manager's perspective
Management is expected to ensure an organization uses its resources wisely, operates profitably, pays its debts, and abides by laws and regulations. To fulfill these expectations, managers establish goals, objectives, and strategic plans to guide the organization's activities. If organizations want to prosper, they must identify critical success factors like satisfying customer needs, developing efficient processes, and fostering employee career growth. Continuous improvement is needed to avoid complacency, and tools like just-in-time, total quality management, and activity-based management help organizations improve through a focus on quality, efficiency and cost reduction.
The changing business environment manager's perspective
Management is expected to ensure that the organization uses its resources wisely, operates profitably, pays its debts, and abides by laws and regulations.
To fulfill these expectations, managers establish the goals, objectives, and strategic plans that guide and control the organization’s operating, investing, and financing activities.
Ten_Steps_Results_Based_MESystem.ppt
The document discusses designing and building results-based monitoring and evaluation systems for public sector management. It outlines 10 steps for doing so: 1) conducting a readiness assessment, 2) agreeing on outcomes, 3) selecting key indicators, 4) collecting baseline data, 5) setting targets, 6) monitoring for results, 7) conducting evaluations, 8) reporting findings, 9) using findings, and 10) sustaining the system. Monitoring is defined as a continuous process of collecting data to assess performance against expected results. Evaluation assesses relevance, efficiency, effectiveness, impact, and sustainability and incorporates lessons learned. The roles of monitoring and evaluation are complementary, with monitoring routinely collecting data and evaluation analyzing why results were or were not achieved.
Session Five- DETERMINING PROJECT PROGRESS AND RESULTS .pptx
This document discusses project progress and results, the balanced scorecard approach to project management, and its four perspectives - financial, customer, internal processes, and learning and growth. It provides examples of key performance indicators that can be used to measure project performance from each perspective, such as budget variance, customer satisfaction, time to market, and employee training. Developing a balanced scorecard aligned with these perspectives can help ensure projects support organizational strategy and identify areas for improvement.
27665965 performance-management
The document discusses performance management in organizations. It provides 10 steps for effective performance management: 1) develop business plans, 2) establish performance measures, 3) set up monitoring systems, 4) define employee expectations, 5) agree objectives, 6) develop communications, 7) ensure appraisal systems are effective, 8) support employees, 9) seek performance improvement, and 10) recognize good performance. It emphasizes tailoring performance management to the organization to help it and employees perform well without over complexity. Senior managers must communicate goals and ensure resources support objectives, while employees must understand where their roles fit and provide feedback.
27665965 performance-management
The document discusses performance management in organizations. It explains that performance management ensures employees understand what they should be doing and how, and are accountable for results. It also helps organizations communicate goals, monitor and reward good performance, and address poor performance. For performance management to be effective, senior leaders must communicate well and employees must understand organizational objectives.
UNIT II.pptx
Pay for performance systems aim to motivate healthcare providers through financial incentives for meeting quality and efficiency metrics. However, studies show these systems often have mixed results, as important outcomes like time spent with patients are difficult to quantify. While pay for performance is meant to signal a shift away from entitlements, properly specifying and measuring job performance, identifying valued rewards, and linking rewards to performance remain challenges. Effective performance management systems provide goals, feedback, recognition, and learning opportunities to guide employees in advancing organizational objectives.
Perforamance measurement
Performance management involves creating metrics and analytics to achieve organizational goals. It includes planning objectives, monitoring performance, providing coaching, and conducting performance appraisals. Process performance measures factors like cost, cycle time, quality, and quantity. A successful performance management system links strategy to scorecards, processes, and job measures. It also identifies and closes gaps between targets and actual performance. Non-financial measures provide a broader view of performance across financial, customer, internal process, and growth perspectives. The balanced scorecard is a well-known approach that assesses managerial performance across these four headings.
Balanced Business Scorecard & Performance Management: Best Practice process a...
Balanced Business Scorecared (BBS) and Performance Management best practice criteria, process, tools and principles
a1b0c0d2-c613-4f77-bc49-f0eeb304e8f2.pptx
Performance management is a means of improving organizational, team, and individual performance by aligning goals and managing performance according to organizational strategy. It involves setting clear targets and goals, measuring performance against these goals, providing feedback, and addressing any performance issues. Key aspects of performance management include planning, monitoring, reviewing performance and development, as well as rating and rewarding performance. An effective performance management system aims to improve employee and organizational performance.
INTRODUCTION TO PROGRAMME DEVELOPMENT..ppt
This document discusses planning, monitoring, and evaluating health services. It defines monitoring and evaluation as key functions to improve performance and determine whether programs are achieving their goals. Monitoring involves systematic observation of activities, while evaluation assesses achievement against criteria. Both use indicators and data collection to analyze inputs, processes, outputs, outcomes, and impacts. Evaluation can be conducted internally or externally. The evaluation process involves planning, method selection, data collection and analysis, reporting, and dissemination. Both qualitative and quantitative methods are used. The goal is to improve programs and determine their effectiveness, efficiency, and relevance in improving health.
Week 1 - Introductions Basics & Principles of Performance Management.pdf
Performance management is a continuous process that aligns individual and team goals with organizational strategic goals. It involves performance planning, reviewing progress, and developing skills. The key aspects of performance management are that it is an ongoing process that identifies, measures, and develops individual and team performance in a way that aligns with organizational strategic goals. Performance management aims to improve performance through setting goals, providing feedback, and developing employees. It helps organizations improve efficiency, achieve strategic objectives, and increase employee motivation.
Tqm
Total quality management (TQM) is a management approach focused on quality in all aspects of an organization. It involves all employees participating to improve processes and customer satisfaction. Key aspects of TQM include the PDCA (plan-do-check-act) cycle, customer focus, continuous improvement, and fact-based decision making. While TQM can increase profits and productivity when implemented correctly, some organizations fail due to a lack of understanding of TQM principles or not focusing on systems improvement over the long term.
PERFORMANCE MANAGEMENT kerala University
Various methods to evaluate performance at Individual & Team Levels , Team Performance, Performance of Learning Organizations and Virtual Teams: Team Performance Management.
Human Resource Planning & Development (HRDP)
This document discusses performance management and defines it as a strategic and integrated approach to improving performance at the individual, team, and organizational levels. It outlines the key components of a performance management system, including performance planning, appraisal and feedback, rewarding performance, and performance improvement plans. The benefits of performance management are provided for organizations, managers, and employees. Stress and its causes in the workplace are also examined, along with strategies for managing stress organizationally.
Unit 1 Performance Management Overview.ppt
Performance management is defined as a continuous process that aligns individual and team goals with the strategic goals of the organization. It involves performance planning, reviewing progress, and developing skills. The key aspects of performance management are that it is an ongoing process that ensures employee activities are congruent with organizational objectives in order to improve performance and gain a competitive advantage. Effective performance management creates a high-performance culture, improves organizational efficiency, ensures quality service, and links individual performance to strategic goals.
Performance measurementpresentation
Performance measurement in the public sector aims to increase transparency and accountability. It involves quantifying the effectiveness and efficiency of programs and processes using various tools. Some key challenges include linking outputs to outcomes, comparing measures across different programs, and quantifying qualitative objectives. Additionally, a large proportion of costs are not easily traced to outputs and outcomes, and balancing comprehensive versus concise performance reporting can be difficult. Overall, performance measurement in the public sector faces greater challenges than the private sector due to multiple objectives rather than pure profit-focus.
Performance Management and Performance Appraisal
These Slides describes about the Performance Management and Performance Appraisal system in an organization
performance.pptx
The document discusses key concepts in performance excellence including Baldrige Performance Excellence Program, Lean Six Sigma, and organizational improvement frameworks. It provides an overview of Baldrige criteria for organizational assessment, continuous improvement cycles, and how Baldrige can help organizations address dynamic environments through strategy-driven performance. Lean focuses on eliminating waste, Six Sigma on reducing variation, and Lean Six Sigma integrates both for full process optimization. The Baldrige, Lean Six Sigma, and quality management system approaches help organizations effectively manage processes for improved effectiveness, efficiency and achieving objectives.
Introduction to qmp iso
This document introduces the seven quality management principles (QMPs) that ISO 9000, ISO 9001, and related quality management standards are based upon. The seven QMPs are customer focus, leadership, engagement of people, process approach, improvement, evidence-based decision making, and relationship management. For each principle, the document provides a statement, rationale, key benefits, and examples of actions organizations can take to apply that principle.
vijju.pptx
Transfer involves moving an employee within an organization to a new job requiring similar skills, authority, and pay. There are several types of transfers, including production transfers due to changes in production needs, replacement transfers to fill vacancies, and rotation transfers to increase employee versatility. An effective transfer policy must be in writing, communicated to all employees, and clearly outline the types of transfers, selection criteria, authority over transfers, pay impacts, and any training requirements to ensure transfers are only made when necessary.
ppt-on-job-evaluation.pptx
Job evaluation is the process of analyzing and assessing jobs to determine their relative worth. It involves gathering job data, comparing duties across roles, establishing a job hierarchy and grades, and ensuring equitable pay. Key methods include ranking, classification, point and factor comparison. Ranking simply lists jobs in order. Classification matches jobs to predetermined categories. Point assigns numerical weights to job characteristics to derive a total score and grade. Factor comparison evaluates jobs based on compensable elements like skills, effort and responsibility compared to benchmark roles. The goal is a valid, understandable and acceptable system to structure compensation.
More Related Content
Similar to pratibha M M 15-1.pdf
The changing business environment manager's perspective
Management is expected to ensure an organization uses its resources wisely, operates profitably, pays its debts, and abides by laws and regulations. To fulfill these expectations, managers establish goals, objectives, and strategic plans to guide the organization's activities. If organizations want to prosper, they must identify critical success factors like satisfying customer needs, developing efficient processes, and fostering employee career growth. Continuous improvement is needed to avoid complacency, and tools like just-in-time, total quality management, and activity-based management help organizations improve through a focus on quality, efficiency and cost reduction.
The changing business environment manager's perspective
Management is expected to ensure that the organization uses its resources wisely, operates profitably, pays its debts, and abides by laws and regulations.
To fulfill these expectations, managers establish the goals, objectives, and strategic plans that guide and control the organization’s operating, investing, and financing activities.
Ten_Steps_Results_Based_MESystem.ppt
The document discusses designing and building results-based monitoring and evaluation systems for public sector management. It outlines 10 steps for doing so: 1) conducting a readiness assessment, 2) agreeing on outcomes, 3) selecting key indicators, 4) collecting baseline data, 5) setting targets, 6) monitoring for results, 7) conducting evaluations, 8) reporting findings, 9) using findings, and 10) sustaining the system. Monitoring is defined as a continuous process of collecting data to assess performance against expected results. Evaluation assesses relevance, efficiency, effectiveness, impact, and sustainability and incorporates lessons learned. The roles of monitoring and evaluation are complementary, with monitoring routinely collecting data and evaluation analyzing why results were or were not achieved.
Session Five- DETERMINING PROJECT PROGRESS AND RESULTS .pptx
This document discusses project progress and results, the balanced scorecard approach to project management, and its four perspectives - financial, customer, internal processes, and learning and growth. It provides examples of key performance indicators that can be used to measure project performance from each perspective, such as budget variance, customer satisfaction, time to market, and employee training. Developing a balanced scorecard aligned with these perspectives can help ensure projects support organizational strategy and identify areas for improvement.
27665965 performance-management
The document discusses performance management in organizations. It provides 10 steps for effective performance management: 1) develop business plans, 2) establish performance measures, 3) set up monitoring systems, 4) define employee expectations, 5) agree objectives, 6) develop communications, 7) ensure appraisal systems are effective, 8) support employees, 9) seek performance improvement, and 10) recognize good performance. It emphasizes tailoring performance management to the organization to help it and employees perform well without over complexity. Senior managers must communicate goals and ensure resources support objectives, while employees must understand where their roles fit and provide feedback.
27665965 performance-management
The document discusses performance management in organizations. It explains that performance management ensures employees understand what they should be doing and how, and are accountable for results. It also helps organizations communicate goals, monitor and reward good performance, and address poor performance. For performance management to be effective, senior leaders must communicate well and employees must understand organizational objectives.
UNIT II.pptx
Pay for performance systems aim to motivate healthcare providers through financial incentives for meeting quality and efficiency metrics. However, studies show these systems often have mixed results, as important outcomes like time spent with patients are difficult to quantify. While pay for performance is meant to signal a shift away from entitlements, properly specifying and measuring job performance, identifying valued rewards, and linking rewards to performance remain challenges. Effective performance management systems provide goals, feedback, recognition, and learning opportunities to guide employees in advancing organizational objectives.
Perforamance measurement
Performance management involves creating metrics and analytics to achieve organizational goals. It includes planning objectives, monitoring performance, providing coaching, and conducting performance appraisals. Process performance measures factors like cost, cycle time, quality, and quantity. A successful performance management system links strategy to scorecards, processes, and job measures. It also identifies and closes gaps between targets and actual performance. Non-financial measures provide a broader view of performance across financial, customer, internal process, and growth perspectives. The balanced scorecard is a well-known approach that assesses managerial performance across these four headings.
Balanced Business Scorecard & Performance Management: Best Practice process a...
Balanced Business Scorecared (BBS) and Performance Management best practice criteria, process, tools and principles
a1b0c0d2-c613-4f77-bc49-f0eeb304e8f2.pptx
Performance management is a means of improving organizational, team, and individual performance by aligning goals and managing performance according to organizational strategy. It involves setting clear targets and goals, measuring performance against these goals, providing feedback, and addressing any performance issues. Key aspects of performance management include planning, monitoring, reviewing performance and development, as well as rating and rewarding performance. An effective performance management system aims to improve employee and organizational performance.
INTRODUCTION TO PROGRAMME DEVELOPMENT..ppt
This document discusses planning, monitoring, and evaluating health services. It defines monitoring and evaluation as key functions to improve performance and determine whether programs are achieving their goals. Monitoring involves systematic observation of activities, while evaluation assesses achievement against criteria. Both use indicators and data collection to analyze inputs, processes, outputs, outcomes, and impacts. Evaluation can be conducted internally or externally. The evaluation process involves planning, method selection, data collection and analysis, reporting, and dissemination. Both qualitative and quantitative methods are used. The goal is to improve programs and determine their effectiveness, efficiency, and relevance in improving health.
Week 1 - Introductions Basics & Principles of Performance Management.pdf
Performance management is a continuous process that aligns individual and team goals with organizational strategic goals. It involves performance planning, reviewing progress, and developing skills. The key aspects of performance management are that it is an ongoing process that identifies, measures, and develops individual and team performance in a way that aligns with organizational strategic goals. Performance management aims to improve performance through setting goals, providing feedback, and developing employees. It helps organizations improve efficiency, achieve strategic objectives, and increase employee motivation.
Tqm
Total quality management (TQM) is a management approach focused on quality in all aspects of an organization. It involves all employees participating to improve processes and customer satisfaction. Key aspects of TQM include the PDCA (plan-do-check-act) cycle, customer focus, continuous improvement, and fact-based decision making. While TQM can increase profits and productivity when implemented correctly, some organizations fail due to a lack of understanding of TQM principles or not focusing on systems improvement over the long term.
PERFORMANCE MANAGEMENT kerala University
Various methods to evaluate performance at Individual & Team Levels , Team Performance, Performance of Learning Organizations and Virtual Teams: Team Performance Management.
Human Resource Planning & Development (HRDP)
This document discusses performance management and defines it as a strategic and integrated approach to improving performance at the individual, team, and organizational levels. It outlines the key components of a performance management system, including performance planning, appraisal and feedback, rewarding performance, and performance improvement plans. The benefits of performance management are provided for organizations, managers, and employees. Stress and its causes in the workplace are also examined, along with strategies for managing stress organizationally.
Unit 1 Performance Management Overview.ppt
Performance management is defined as a continuous process that aligns individual and team goals with the strategic goals of the organization. It involves performance planning, reviewing progress, and developing skills. The key aspects of performance management are that it is an ongoing process that ensures employee activities are congruent with organizational objectives in order to improve performance and gain a competitive advantage. Effective performance management creates a high-performance culture, improves organizational efficiency, ensures quality service, and links individual performance to strategic goals.
Performance measurementpresentation
Performance measurement in the public sector aims to increase transparency and accountability. It involves quantifying the effectiveness and efficiency of programs and processes using various tools. Some key challenges include linking outputs to outcomes, comparing measures across different programs, and quantifying qualitative objectives. Additionally, a large proportion of costs are not easily traced to outputs and outcomes, and balancing comprehensive versus concise performance reporting can be difficult. Overall, performance measurement in the public sector faces greater challenges than the private sector due to multiple objectives rather than pure profit-focus.
Performance Management and Performance Appraisal
These Slides describes about the Performance Management and Performance Appraisal system in an organization
performance.pptx
The document discusses key concepts in performance excellence including Baldrige Performance Excellence Program, Lean Six Sigma, and organizational improvement frameworks. It provides an overview of Baldrige criteria for organizational assessment, continuous improvement cycles, and how Baldrige can help organizations address dynamic environments through strategy-driven performance. Lean focuses on eliminating waste, Six Sigma on reducing variation, and Lean Six Sigma integrates both for full process optimization. The Baldrige, Lean Six Sigma, and quality management system approaches help organizations effectively manage processes for improved effectiveness, efficiency and achieving objectives.
Introduction to qmp iso
This document introduces the seven quality management principles (QMPs) that ISO 9000, ISO 9001, and related quality management standards are based upon. The seven QMPs are customer focus, leadership, engagement of people, process approach, improvement, evidence-based decision making, and relationship management. For each principle, the document provides a statement, rationale, key benefits, and examples of actions organizations can take to apply that principle.
Similar to pratibha M M 15-1.pdf (20)
The changing business environment manager's perspective
The changing business environment manager's perspective
The changing business environment manager's perspective
The changing business environment manager's perspective
Session Five- DETERMINING PROJECT PROGRESS AND RESULTS .pptx
Session Five- DETERMINING PROJECT PROGRESS AND RESULTS .pptx
Balanced Business Scorecard & Performance Management: Best Practice process a...
Balanced Business Scorecard & Performance Management: Best Practice process a...
Week 1 - Introductions Basics & Principles of Performance Management.pdf
Week 1 - Introductions Basics & Principles of Performance Management.pdf
More from ssuser112f91
vijju.pptx
Transfer involves moving an employee within an organization to a new job requiring similar skills, authority, and pay. There are several types of transfers, including production transfers due to changes in production needs, replacement transfers to fill vacancies, and rotation transfers to increase employee versatility. An effective transfer policy must be in writing, communicated to all employees, and clearly outline the types of transfers, selection criteria, authority over transfers, pay impacts, and any training requirements to ensure transfers are only made when necessary.
ppt-on-job-evaluation.pptx
Job evaluation is the process of analyzing and assessing jobs to determine their relative worth. It involves gathering job data, comparing duties across roles, establishing a job hierarchy and grades, and ensuring equitable pay. Key methods include ranking, classification, point and factor comparison. Ranking simply lists jobs in order. Classification matches jobs to predetermined categories. Point assigns numerical weights to job characteristics to derive a total score and grade. Factor comparison evaluates jobs based on compensable elements like skills, effort and responsibility compared to benchmark roles. The goal is a valid, understandable and acceptable system to structure compensation.
hrm presentation.pptx
The document discusses performance measurement in human resource management. It defines performance appraisal as a systematic process of measuring and reviewing employee performance over a period of time. The objectives of performance management include setting goals, expectations, effective communication, and determining training needs. The scope covers understanding roles, recognizing strengths and weaknesses, improving relationships, and assisting with personnel decisions. Key features are that it evaluates performance through a systematic, bias-free, and continuous approach conducted periodically according to a definite plan.
Unit 5 mechanisation.pptx
Office mechanization aims to increase efficiency and accuracy while reducing costs through the introduction of machines. Key factors in deciding whether to mechanized include the usefulness of machines in providing benefits, their ability to increase accuracy, potential for continuous utilization to avoid idleness, and reducing repetitive work that can become monotonous. If mechanization is pursued, choice of machines should consider durability, adaptability for multiple uses, and portability when possible. Overall, mechanization can help save labor costs and time while improving quality, but high installation and operating expenses as well as potential worker issues must be weighed.
Departmental-Accounts.pdf
- The document discusses departmental accounting, including allocating common expenditures among departments, accounting for inter-departmental transfers, and calculating unrealized profit on unsold inter-departmental inventory.
- Key aspects covered include basis for allocating common costs, types of departments, accounting for transfers between departments including eliminating unrealized profit, and preparation of departmental trading accounts.
- The purpose is to provide information to evaluate performance of each department and assist management in controlling the business more effectively.
hrm-jobevaluation-130310080142-phpapp01.pdf
Job evaluation involves systematically determining the value of jobs in an organization by comparing them. It begins with analyzing each job and ends with assigning a value or worth. There are several methods used - ranking jobs, classifying them into groups, and point methods that assign scores to compensable factors like skills and responsibility required in each job. The point method is widely used as it considers multiple factors for each job and allows determining appropriate pay through adding the points. However, job evaluation lacks exact science and can be difficult to implement.
Transfer Policy-WPS Office.pptx
The transfer policy document outlines the types of job transfers that can occur within an organization, including temporary or permanent transfers between departments or sections, or between different plants. It establishes the terms and conditions for transferring employees, and identifies the circumstances for transfers, who is responsible for approving them, the need to train employees, and the area of transfer. The main reasons for transfers include meeting organizational needs, satisfying employee needs, better utilizing employees, making employees more versatile, adjusting the workforce, providing relief, or punishing an employee.
More from ssuser112f91 (7)
Recently uploaded
How to Setup Warehouse & Location in Odoo 17 Inventory
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
Temple of Asclepius in Thrace. Excavation results
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Iván Bornacelly, Policy Analyst at the OECD Centre for Skills, OECD, presents at the webinar 'Tackling job market gaps with a skills-first approach' on 12 June 2024
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Aberdeen
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Physical pharmaceutics notes for B.pharm students
Wound healing PPT
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
Healing can occur in two ways: Regeneration and Repair
There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
Complications of wound healing like infection, hyperpigmentation of scar, contractures, and keloid formation.
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...Nguyen Thanh Tu Collection
https://app.box.com/s/tacvl9ekroe9hqupdnjruiypvm9rdanePengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Main Java[All of the Base Concepts}.docx
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Recently uploaded (20)
How to Setup Warehouse & Location in Odoo 17 Inventory
How to Setup Warehouse & Location in Odoo 17 Inventory
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
Beyond Degrees - Empowering the Workforce in the Context of Skills-First.pptx
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
What is Digital Literacy? A guest blog from Andy McLaughlin, University of Ab...
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
spot a liar (Haiqa 146).pptx Technical writhing and presentation skills
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Film vocab for eal 3 students: Australia the movie
Film vocab for eal 3 students: Australia the movie
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
Traditional Musical Instruments of Arunachal Pradesh and Uttar Pradesh - RAYH...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
BÀI TẬP BỔ TRỢ TIẾNG ANH LỚP 9 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2024-2025 - ...
Pengantar Penggunaan Flutter - Dart programming language1.pptx
Pengantar Penggunaan Flutter - Dart programming language1.pptx
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
pratibha M M 15-1.pdf
- 1. NAME : PRATIBHA MUNAVALLI CLASS : B.COM 2SEM ‘A’ ROLL.NO : U02AO21COO15 SUB : HUMAN RESOURCE MANAGEMENT
- 2. PERFORMANCE MEASUREMENT • Performance measurement is the process used to assess the efficiency and effectiveness of projects, programs and initiatives. It is a systematic approach to collecting, analyzing and evaluating how “on track” a project/program is to achieve its desired outcomes, goals and objectives. DEFINITION Performance measurement is the process of collecting, analyzing and/or reporting information regarding the performance of an individual, group, organization, system or component.
- 3. AIM OF PERFORMANCE MEASUREMENT •To help clarify organisation goals, directions and expectation. •To help organisations learn how to accomplish goals more effectively. •To communicate the priorities of the organisation. •To support strategic/business line planning by linking broad statements of direction to specific operational outputs and outcomes. •To support budgetary planning and resource allocation processes. • To monitor the operation of programs and to make continuous improvements. •To motivate public servants and to restore pride within the public service that it is making a positive contribution. •To enable citizens to make better informed decisions in the use of public programs. •To restore public confidence that they are receiving value for money in public spending. •To assess whether the organisation is achieving its goals.
- 4. OBJECTIVES OF PERFORMANCE MANAGEMENT OR MEASUREMENTS • Objectives Of Performance Management System • Here are the 5 primary objectives of performance management systems: • 1. Setting and defining goals to fulfill company objectives • Goal setting is the most lucrative way for initiating better performance among employees. • It has been constantly indicated that practical goal setting: • Allows employees to focus on what’s important. • Aligning individual objectives with the business objectives. • Optimizes employees’ individual performance. • Helps to identify the key result areas and work upon improving them.