educationally helpful for students

1. UNIT 1. Performance Management
System
Dr. Kiran S. Shinde
Asst. Professor,
SIMS Kopargaon

2. • Competency-based Human Resource Management
(CBHRM) is an approach that focuses on identifying and
managing the skills, knowledge, and abilities of employees to
meet organizational objectives. Instead of relying solely on
traditional job descriptions, CBHRM emphasizes the
importance of competencies – the observable and measurable
behaviors and skills that contribute to individual and
organizational success.

3. PMS
• Definition:
• Performance Management System (PMS) is a systematic process that
aims to improve organizational effectiveness by aligning individual
and team performance with the strategic goals of the organization. It
involves continuous communication, feedback, and development to
ensure that employees are contributing effectively to the overall
success of the company.

4. • Scope:
• The scope of a Performance Management System encompasses
various aspects of employee performance, including goal setting,
continuous assessment, coaching, training, and feedback. It extends
across all levels of the organization, from individual contributors to
leadership teams.

5. • Importance: An effective PMS is crucial for organizational success. It helps
in:
• Aligning Objectives: Ensuring that individual and team goals are in sync
with the organization's strategic objectives.
• Enhancing Performance: Encouraging and fostering improved individual
and team performance.
• Development: Identifying areas for employee development and providing
opportunities for skill enhancement.
• Feedback: Establishing a structured mechanism for regular feedback and
coaching.
• Motivation: Recognizing and rewarding high performance, fostering
motivation and engagement.

6. • Performance Planning – Individual Goal Setting:
• Setting SMART Goals: Goals should be Specific,
Measurable, Achievable, Relevant, and Time-bound.
• Aligning with Organizational Goals: Individual goals
should directly contribute to the achievement of broader
organizational objectives.
• Clarity and Transparency: Ensuring that employees
understand their roles, responsibilities, and the expectations
associated with their performance.

7. • Performance Coaching:
• Identification of Training Needs:
• Assessing the skills and competencies required for current and future roles.
• Identifying areas where additional training and development are necessary.
• Job Specification:
• Clearly defining the skills, knowledge, and abilities required for specific roles
within the organization.
• Providing a benchmark for employee performance expectations.
• Identify the Performance Gap:
• Analyzing the variance between expected and actual performance.
• Understanding the factors contributing to performance gaps.

8. • Training Specification:
• Outlining the specific training required to bridge performance gaps.
• Tailoring training programs to address identified needs.
• Choose Appropriate Training Module:
• Selecting training methods and modules that are best suited to the
identified needs.
• Incorporating a mix of on-the-job, classroom, and online training.
• Counseling for Better Performance:
• Providing support and guidance to employees to address performance
challenges.
• Creating an open and constructive environment for discussing
performance issues.

9. • Feedback Mechanism in Organization:
• Regular Feedback Sessions:
• Establishing a schedule for regular performance feedback sessions.
• Creating a two-way communication channel for discussions on strengths, areas for
improvement, and career development.
• 360-Degree Feedback:
• Collecting feedback from peers, subordinates, and supervisors to provide a holistic view
of performance.
• Encouraging a comprehensive understanding of an employee's impact on the
organization.
• Continuous Improvement:
• Regularly reviewing and updating the performance management process based on
feedback and organizational changes.
• Seeking opportunities for continuous improvement in the system.

10. • Performance coaching involves identifying and addressing the training
needs of individuals or teams within an organization to improve their
overall performance. The process typically includes several key steps:
1.Job Specification:
1. Clearly define the roles and responsibilities of each job within the organization.
2. Outline the skills, knowledge, and competencies required for each position.
2.Identify the Performance Gap:
1. Conduct performance assessments to identify gaps between current
performance and desired performance.
2. Analyze individual or team performance data to pinpoint specific areas for
improvement.

11. • Training Specification:
• Based on the identified performance gaps, specify the training
requirements for individuals or teams.
• Clearly outline the goals and objectives of the training programs.
• Choose Appropriate Training Module:
• Select training modules or methods that align with the identified
needs.
• Consider various training approaches, such as workshops, online
courses, on-the-job training, or mentorship programs.

12. • Counseling for Better Performance:
• Provide individual or group counseling sessions to discuss
performance issues and set goals for improvement.
• Offer guidance and support to address personal or professional
challenges that may impact performance.
• Feedback Mechanism in Organization:
• Establish a feedback mechanism to continuously assess performance
and training effectiveness.

13. • Encourage regular communication between supervisors and
employees to provide constructive feedback.
• Implement performance reviews and evaluations to track progress
over time.
• Implementation of Training:
• Roll out the chosen training modules, ensuring that they are accessible
and tailored to the specific needs of the individuals or teams.
• Monitor and evaluate the effectiveness of the training programs
during and after implementation.

14. • Continuous Improvement:
• Regularly review and update training programs to adapt to changing organizational needs.
• Foster a culture of continuous improvement by encouraging employees to seek ongoing
learning opportunities.
• Measurement and Evaluation:
• Establish key performance indicators (KPIs) to measure the success of the training
programs.
• Evaluate the impact of training on individual and organizational performance.
• Adjustments and Reinforcement:
• Make adjustments to training programs based on feedback and evaluation results.
• Reinforce positive behaviors and performance through recognition and rewards.