Performance Management System.pdf
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The document discusses performance management systems (PMS) and their components. It defines PMS as a systematic approach to measuring employee performance that aligns organizational goals with resources. Key aspects of PMS include performance planning, setting individual goals linked to organizational goals, identifying training needs, and providing feedback and counseling to improve performance. The document provides details on each of these components and their purpose in optimizing employee and organizational performance.
Performance Management System.pdf
- 1. FACULTY DR. PRACHI AJIT PHD, MMS, PGDBM, B.COM Subject Code: 205 Subject Name: CBHRM Semester: II Chapter No: 1 Title: Performance Management System Specialization: HRM Course : MBA As per Savitribai Phule Pune University Revised Syllabus (2019)
- 2. Performance Management System- PMS - Contents • Introduction of PMS-Definition, • Scope, • Importance, • Performance Planning • Individual Goal Setting, • Linking individual goals to Organization goals, • Performance Coaching- Identification of Training Needs- Job Specification, • Identify the Performance Gap, • Training Specification, • Choose appropriate training module, • Counselling for Better Performance, • Feedback Mechanism in Organization. (6+3) DR. PRACHI AJIT
- 3. Introduction of PMS • Definition -The performance management system is the systematic approach to measuring the performance of employees. It is a process through which the organization aligns its mission, goals, and objectives with available resources (e.g. Manpower, material, etc), systems, and set the priorities. DR. PRACHI AJIT https://exeqserve.com/what-hr-can-do-to-make-a-performance-management-system-work/
- 4. Scope and Importance of PMS • Scope of Performance Management • It should provide for managers and managees shared experiences, knowledge and vision. It encompasses all formal and informal measures and procedures adopted by organizations to increase corporate, team and individual effectiveness. • Importance – • An effective performance management system (PMS) plays an important role in managing the organization performance. performance management system contributes in organizational benefits, employee benefits and manager's benefits and has a positive influence on the job satisfaction and loyalty of the employees. DR. PRACHI AJIT
- 5. Performance Planning • Performance planning is a systematic and structured approach to successfully achieve the desired goals of an individual or team throughout the assessment year. A plan is chalked out for the team or an individual(s) keeping in mind the broader objectives of the organisation. DR. PRACHI AJIT
- 6. Individual Goal Setting • Goal setting is a process of establishing objectives to be achieved over a period of time. It is the performance criteria an employee will be evaluated against. Performance goals for individual employees should ideally align with organizational goals. DR. PRACHI AJIT
- 7. Linking individual goals to Organization goals 1. Set clear organizational goals. Goals alignment starts at the top. ... 2. Get buy-in from leadership. Once you have your organizational goals outlined, it's time to share them with leadership. ... 3. Communicate goals on every level. ... 4. Help employees achieve their goals. DR. PRACHI AJIT
- 8. Performance Coaching- Identification of Training Needs- Job Specification • Performance coaching is an ongoing process which helps build and maintain effective employee and supervisory relationships. Performance coaching can help identify an employee's growth, as well as help plan and develop new skills. DR. PRACHI AJIT https://coachcampus.com/coach-portfolios/coaching-models/michelle-benning-the-benning-performance/
- 9. Identification of Training Needs- • Identifying training needs is a process that involves establishing areas where employees lack skills, knowledge, and ability in effectively performing their jobs. Training needs have to be related both in terms of the organisation's demands and that of the individual employee's. DR. PRACHI AJIT https://www.hrhelpboard.com/training-development/training-need-identification.htm
- 10. Job Specification • Job specification is defined as a statement about the qualification and characteristics of an employee required to perform the job task in a satisfactory manner. It is derived from job analysis and acts as an important tool for the recruitment and selection of employees. DR. PRACHI AJIT
- 11. Identify the Performance Gap- Activity Sr. No Name of the group Performance gap meaning Challenges of Identifying Performance Gap Solutions DR. PRACHI AJIT
- 12. Training Specification • While there are many individual steps that can come together to form a unique performance management process, most systems will consist of 4 key components—the planning phase, employee assessment, performance recognition, and career development. DR. PRACHI AJIT
- 13. Choose appropriate training module • The Performance Management Module allows for employees and their supervisor to establish goals, provide feedback on performance throughout the year, and provide meaningful feedback at the end of the evaluation period on established goals and the University Core Competencies. DR. PRACHI AJIT
- 14. Counselling for Better Performance • Performance Counseling refers to the help provided by a manager to his subordinates in objectively analyzing their performance. • It attempts to help the employee in: Understanding himself - his strengths and weaknesses. • Improving his professional and interpersonal competence by giving him feedback about his behavior. DR. PRACHI AJIT
- 15. Feedback Mechanism in Organization • Feedback mechanisms provide organizations with data and perceptions from primary stakeholders about the quality and effectiveness of their efforts. An ideal feedback process involves the gathering of feedback and the communication of a response, which forms a 'feedback loop. • There are multiple types of feedback, including, formal, informal, positive, negative, constructive, informative, and so on DR. PRACHI AJIT
- 16. Additional Reads and Videos • https://matterapp.com/blog/4-types-of-feedback-to-expect-in-the- workplace • https://keyba.com.au/5-steps-to-effective-performance-counselling/ • https://www.youtube.com/watch?v=mjajYOzu4V4 DR. PRACHI AJIT
- 17. Q and A • Thank You DR. PRACHI AJIT