Planning Performance=11

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Planning Performance=11

  1. 1. Planning Performance
  2. 2. Concept of performance <ul><li>A set of outcomes produced on a specified job during a specified period of time with the use of certain competencies of the performer. </li></ul><ul><li>Two views on the concept of performance </li></ul><ul><ul><li>Traditional concept : conformance to organizational norms, rules and process </li></ul></ul><ul><ul><li>Modern concept : achievement of job objective, output or result </li></ul></ul>
  3. 3. Performance Management <ul><li>A managerial system and process of </li></ul><ul><li>Getting better results from employees within </li></ul><ul><li>An agreed framework of planned individual or group performance goals, standards and competence requirements and through </li></ul><ul><li>The process of supporting, monitoring, appraising, developing and rewarding in order to </li></ul><ul><li>Achieve the objectives of the organization and those of the employees. </li></ul>
  4. 4. Foundation of Performance <ul><li>People can & will perform better when they: </li></ul><ul><ul><li>Know & understand what is expected of them (goals) </li></ul></ul><ul><ul><li>Have been able to take part in forming the goals (participation) </li></ul></ul><ul><ul><li>Get supervision, supports, & resources (enabling conditions) </li></ul></ul><ul><ul><li>Get feedback on their performance (appraisal) </li></ul></ul><ul><ul><li>Are enable to achieve the goals (development) </li></ul></ul><ul><ul><li>Have positive consequences for performance (rewards) </li></ul></ul>
  5. 5. Performance Management System <ul><li>Performance Planning </li></ul><ul><li>Maintaining Performance </li></ul><ul><li>Diagnosing Performance Problem </li></ul><ul><li>Performance Appraisal </li></ul><ul><li>Rewarding Performance </li></ul><ul><li>Developing Performance </li></ul>
  6. 6. Performance Planning <ul><li>It is a process that involves: </li></ul><ul><ul><li>Setting of performance goals to be achieved; </li></ul></ul><ul><ul><li>Identification of performance requirements to achieve goal, and </li></ul></ul><ul><ul><li>Identification of competencies and attributes to perform </li></ul></ul>
  7. 7. Goal Setting <ul><li>Review organizational & unit performance goals </li></ul><ul><li>Review JD & JS of concerned employee/ team </li></ul><ul><li>Identify Key Result Areas (KRAs) </li></ul><ul><li>Identify performance measures/ indicators </li></ul><ul><li>Set goals/ standards </li></ul><ul><li>Identify performance competencies & attributes </li></ul><ul><li>Formulate work plan </li></ul>
  8. 8. Performance Results <ul><li>KRAs </li></ul><ul><li>Priority areas of performance in which the job holder has to produce significant result/ output </li></ul>
  9. 9. Performance Measure <ul><li>An indicator of performance that measures whether and to what extent the objective has been achieved. </li></ul><ul><li>Measurement criteria : </li></ul><ul><ul><li>Quantity </li></ul></ul><ul><ul><li>Time </li></ul></ul><ul><ul><li>Cost </li></ul></ul><ul><ul><li>Quality </li></ul></ul><ul><ul><li>Proxy </li></ul></ul>
  10. 10. Performance Goal/Target <ul><li>The planned output/ outcome/ result to be achieved within a given period of time. </li></ul><ul><li>Types </li></ul><ul><ul><li>Output targets </li></ul></ul><ul><ul><li>Development targets </li></ul></ul>
  11. 11. Example <ul><li>KRA: </li></ul><ul><ul><li>Staff recruitment </li></ul></ul><ul><li>Performance Measures: </li></ul><ul><ul><li>Percentage of vacancies filled </li></ul></ul><ul><ul><li>Average time taken to fill vacancies </li></ul></ul><ul><ul><li>Average expense incurred per recruitment </li></ul></ul><ul><ul><li>Percentage of staff recruited meeting specifications </li></ul></ul><ul><li>Performance Goals/Targets: </li></ul><ul><ul><li>80% of the vacancies filled within 3 months of the position being vacant, average cost per recruitment not exceeding Rs 5000 and 95 % of the staff selected meeting the specifications </li></ul></ul>
  12. 12. Goal Setting Guidelines <ul><li>Related to KRAs </li></ul><ul><li>Relatively few in number </li></ul><ul><li>SMART </li></ul><ul><li>Challenging/ moderately difficult but attainable </li></ul><ul><li>Consistent with organizational goals/ person’s job </li></ul><ul><li>Prioritisation </li></ul><ul><li>Periodic review </li></ul>

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