The Presentation is about performance monitoring, which is a part of performance management.

1. PERFORMANCE
MONITORING
Dr. Yogesh Daudkhane

2. What is Performance Monitoring?
• Performance monitoring may be defined as the process of appraising
an environment of continuous learning and development. It will be
done by maintaining the employee’s performance, enhancing
individual competencies to make them more productive for the
organization.
• Successful business management requires the ongoing monitoring of
performance in order to generate data by which to judge the success
or otherwise of specific strategies. The improvement in performance
can only be realistically achieved when management is properly
informed about current performance and to this end it is important
to identify key performance indicators (KPIs) that will enable
management to monitor progress.

3. Characteristics of Performance
Monitoring
• In organizations, a performance monitoring plan is a critical tool for
planning, managing, and documenting data collection.
• It is an important part of performance management system to control and
measure the behaviours.
• This helps in maintaining the employees’ performance as per the goals and
objectives of the organization.
• Performance monitoring helps in building the strong relationships between
the management and employees for their efficient performance.
• It facilitates career development of employees and provides the training and
development opportunity to employees.

4. Objectives of Performance
Monitoring
• Timely and quality fulfillment of managing tasks and goals.
• Help and support legitimately needed by the managee’s tasks, including those agreed
upon during planning and review meetings.
• To improve employee’s job performance as well as methods and techniques of
measuring.
• Introducing the continuous learning and development process.
• Periodic reviews help the performance manager.
• It helps in correct planning assumptions and errors mid-course before it is too late.
• It monitors and encourages progress, and keep the work on track.
• It strengthens a dyadic relationship between the manager and the employee.

5. Process of Performance Monitoring
• Periodic written reports.
• Scheduled meetings.
• On-the-spot inspections, or field or site visits in case of employees
whose location is different from that of the manager.
• Relevant and reliable information from other available sources.

6. Importance of Performance
Monitoring
• Performance monitoring provides scope for modification, change, and or
alteration of the existing performance management system as per the
outcomes measured in the process.
• It helps in reviewing and correcting performance objectives. Because it is
linked to the mission and objectives of the organization.
• It identifies areas for competency improvement for the overall development
of employees and the organization.
• It continually enhances the performance of employees and making them
efficient.
• It helps in realizing the full potential of employees and organizations for
excellence in performance.

7. Performance Standard
• A performance standard is a set of guidelines
outlining job responsibilities and overall
expectations for each employee. These standards
are typically part of the organization’s larger
performance management strategy.
• The purpose of performance standards is to set
expectations for new employees before they begin
the onboarding process. This way, they have a
way to gauge success and know where they stand
on a day-to-day basis.

8. Importance of Performance
Standards
• Employees – Each employee will have clear expectations
on how to grow their skillset and advance in their career.
They’ll never have to wait for their annual performance
review to gauge their own performance.
• Leadership – Leadership can see how employees are
progressing and adjust their management style
accordingly to produce the best results.
• Human resources – Employee turnover costs companies
considerably. Clear performance standards help HR make
better hiring decisions and improve retention rates.

9. Types of performance standards
• Performance standards typically differ based on industry, job description,
salary, and a number of other factors. That said, there are a few key
standards that work for all job descriptions:
• Teamwork and communication
• Time management
• Accountability
• Technical standards

10. Teamwork and communication
• Teamwork and communication standards evaluate employees’ ability
to communicate and collaborate well. Depending on the employee’s
job responsibilities, subtopics might include:
• Ability to write clear and concise emails
• Willingness to practice active listening
• Commitment to diversity and inclusion
• Typically, these standards define the audience with which the
employee will communicate. That could include fellow employees,
clients, customers, or all of the above.

11. Time Management
• Time management standards should outline expectations
for time-sensitive work. You can set standards
for prioritization, multi-tasking, scheduling, and other
time management skills.
• No matter what they do for a living, setting these
standards for each employee is crucial. Even the fluid
deadlines of Agile project management require effective
time management.

12. Accountability
• Accountability standards detail the people,
projects, and organizations each employee is
responsible for.
• While these standards create a direct line to
those responsible for a mistake, employees
should not fear them. Make it known that you’ll
use them to praise employees for their
successes too.

13. Technical Standards
• Finally, the employer may set standards around the technical aspects
of an employee’s performance. This might include:
 Earning or remaining compliant with certifications
 Learning new programming languages
 Meeting GDPR compliance standards for devices
 Completing security training
• Technical standards should also include deadlines for addressing
competencies, certifications, and compliance standards and include
instructions on how to complete them.

14. How To Set Performance Standards
• Setting performance standards is most successful when
you follow the 7 step process that ensure they will be
objective, measurable, realistic, and clearly stated:
1. Review the current job description.
2. Discuss with the employee how their daily duties do or
do not align with the job description.
3. Review past performance goals and whether or not the
employee has been able to achieve them.

15. How To Set Performance Standards
4. Determine what values are most relevant to your
organization and the employee.
5. Choose the distinct areas or parameters that would be
considered successful in the employee’s job.
6. Find metrics that can reliably measure these
parameters on an ongoing basis.
7. Create a rating system (usually between 1 and 5) to
evaluate employee performance against the standards.

16. Diagnosing the causes of poor performance:

17. Diagnosing the causes of poor
performance:
• Lack of knowledge/skills
• Unrealistic expectations
• Unclear agenda/goals
• Lack of motivation
• Job misfit
• Lack of PAW – Possibility, Ability, Willingness

18. Addressing Performance Issues
• Define expected performance, behavior, and results.
• Assess actual performance, behavior, and results.
• Identify the cause(s) of poor performance.
• Create targeted solutions and implement those solutions.
• Ensure ongoing follow-up.

19. Measuring Results And Behaviors in
PMS
• In performance management, both results and
behaviors play a crucial role in assessing
individual and team performance. Here's an
explanation of measuring results and behaviors
in performance management.
• RESULTS ---- BEHAVIOURS

20. Measuring Results
• Results refer to the outcomes and achievements attained by individuals or teams. It
involves measuring the tangible and measurable outcomes of their work. Some key
points to consider when measuring results include:
• Clear Goals and Objectives: Results measurement starts with setting clear and
specific goals and objectives that align with organizational priorities.
• Key Performance Indicators (KPIs): Establishing relevant KPIs enables the
measurement of progress towards goals and helps evaluate the level of success.
• Quantifiable Metrics: Using quantifiable metrics allows for objective measurement
and comparison of results. These metrics may include sales figures, production
targets, customer satisfaction ratings, or financial performance indicators.
• Performance Evaluation: Regularly assessing and comparing actual results against
established goals and targets helps identify achievements, gaps, and areas for
improvement.
• Feedback and Recognition: Providing feedback and recognizing individuals or teams
based on their results can reinforce positive performance, motivate continued success,
and drive accountability.

21. Measuring Behaviors
• Behaviors, also known as competencies or skills, focus on the actions,
attitudes, and interpersonal qualities demonstrated by individuals in the
workplace. Some key points to consider when measuring behaviors include:
• Competency Framework: Establishing a competency framework helps define
the specific behaviors and skills that contribute to success in a particular
role or within the organization.
• Behavioral Indicators: Define specific observable behaviors that reflect the
desired competencies. For example, effective communication, teamwork,
problem-solving, adaptability, or leadership.
• Behavior-Based Assessments: Use various methods such as self-assessment,
peer feedback, 360-degree feedback, or performance observations to evaluate
and measure behaviors.

22. Measuring Behaviors:
• Development Plans: Identify areas for improvement based on behavioral
assessments and create individualized development plans to support skill
enhancement and growth.
• Training and Coaching: Provide targeted training and coaching to help
employees develop the desired behaviors and competencies identified
through performance management processes.
• Continuous Improvement: Encourage ongoing feedback, reflection, and
learning to foster a culture of continuous improvement in behaviors and
competencies.

23. What to measure
RESULTS/BEHAVIOUS?
• It is important to strike a balance between measuring
results and behaviors to provide a comprehensive
assessment of performance. While results focus on
outcomes, behaviors are essential for understanding how
those outcomes are achieved and sustained over time.
Both aspects contribute to the overall effectiveness and
success of individuals and teams within the organization.

24. References
• https://traqq.com/blog/how-to-create-performance-standards-for-your-
company/
• https://blog.hubstaff.com/performance-standard/
• https://www.viapeople.com/blog/5-common-reasons-for-performance-issues-
plus-3-tips-to-create-an-effective-performance-improvement-plan

25. THANK YOU