a959eperformance management & development-ul

8/3/2019 a959eperformance Management & Development-ul

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PERFORMANCE

MANAGEMENT &DEVELOPMENT


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Introduction

Performance management anddevelopment is a process ofincreasing the capabilities and

potential of individuals to performmore effectively now and in thefuture, and the development of

transferable skills to enhance careerand employability prospects.


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Learning organization

An organization which facilitates thelearning of all its members and continuallytransforms itself.

An organization which Continuallyimproves by rapidly creating and refiningthe capabilities required for futuresuccess.

It is one that is skilled at creating,acquiring, and transferring knowledge, &at modifying its behavior to reflect new

knowledge and insights.


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Key Functions Of LearningOrganizations

1. Systematic problem solving.

2. Experimentation

3. Learning from past experience4. Learning from others

5. Transferring knowledge


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Developmental Aspects ofPerformance management

Organizational learning

Single and double loop learning

Individual learning Self managed learning

Continuous learning and

development


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Organizational Learning

It is a process of coordinatedsystems change, with mechanismsbuilt in for individuals and groups to

access, build and use organizationalmemory, structure and culture todevelop long term organizational

capacities.


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Principles Of OrganizationalLearning

Vision

Strategy

Communication

Challenge

Learning culture


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Single- And Double-Learning

Define Expectations

Take Action

Monitor & ReviewDecide & Correctiveaction as necessary Single- Loop

Learning

Redefine expectations asnecessary

Double- Loop Learning


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Individual Learning

For individuals, learning is concerned withself knowledge, understanding anddevelopment, and what needs to be

known and how things can best be doneto improve effectiveness and potential.

For effective learning to take place atindividual level, it is essential to foster an

environment where individuals areencouraged to take risks and experiments,where mistakes are tolerated, but wheremeans exist for those involved to learnfrom their experiences.


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The Kolb learning cycle

Concrete Experience

Observations & Reflections

Formations ofabstract concepts &

generalizations

Testing implicationsof concepts in new

situations


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Honey & MumfordsLearning styles

Activists

Reflectors

Theorists Pragmatists


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Self-managed learning

It means that individuals takeresponsibility for satisfying their ownlearning needs to improve performance, to

support the achievement of careeraspirations, or to enhance theiremployability, within and beyond theirpresent organisation.

All individuals are naturally self- directedlearners, even if they may need some helpinitially to get started.


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Four stage approach to self-managed learning

Self assessment

Diagnosis

Action planning Monitoring and

review


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Continuous Learning &Development

In organizational life, everyday experienceis the most fundamental influence onlearning. This experience consists notsimply of the work that people do, but ofthe way they interact with others in theorganization, and the behavior, attitudesand values of these others.

As far as practicable, learning and workmust be integrated. This means thatencouragement must be given to allemployees to learn from the problems,challenges and successes inherent in their

day to-day activities.


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Methods Of AchievingContinuous Development

Performance and developmentreviews

Personal Development Planning(PDP)


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Performance and developmentreviews as learning events

Prior to reviews

During the review

After the review


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Personal DevelopmentPlanning(PDP)

DefinedPDP is carried out by individuals with guidance,encouragement & help from their employees as required.IT sets out the actions people propose to take in order tolearn & to develop themselves. They take responsibilityfor formulating and implementing the plan.

PurposePDP aims to promote learning & to provide people withknowledge and portfolio of transferable skills that will helpto progress their careers.

Focus

Job & career development.Personal development plans.


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PDP the overall process

Assess Current Position

Set Goals

Plan action

Implement


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Identifying developmentneeds and wants

It includes

Reviewing the performance againstagreed plans & accessingcompetence requirement & thecapacity of people to achieve them


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Action planning

The action plan sets out what need to bedone, and how it will be done.

Developmental needs

Outcomes expected

Development activities to meet the needs

Responsibility for development.

Timings Outcomes


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Performance managementsystem at ICL

Your continuing personal success dependsdirectly on your skills, knowledge,expertise and attitudes, & extend to which

they add value for those you are workingfor, whether they be employers orclients. You have to make sure that youhave knowledge, skills and expertise that

are in demand. Continuous personaldevelopment through learning is the key.


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Learning Cycle Model At ICL

Achievement&

Performance

Review

Evaluate

Plan PERSONALLEARNING


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Method Of PDP Followed AtICL

Identify your learning style profile. Review options available Note down your learning needs under the

headings knowledge, skills attitude and

experience. Against each need, note down the specific actionchosen, who is responsible for effecting theaction and by what date.

It shows that your learning needs.

your personal learning plan is implemented,reviewed and updated as necessary. Ensure that a formal review with your manager

takes place at least once a year, preferably twice,to establish that all is going according to plan, or

to adapt the plan to meet new needs.


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The requirement to preparePDPs

To cover everyone by planningprocess to prepare and implementplans

Help the people to understand howthey can benefit personally from theprocess, and to emphasis that their

managers & organizations will helpthem as much as possible


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Responsibility for PDP

Support the individual in his or herefforts to develop.

Offer feedback at appropriate stages.

Provide information on companyactivities & requirements.

Help produce action plans that arepractical and achievable.

Assist in implementation.


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Introducing PDP Managers, team leaders & individuals all need to

learn about PDP. They should be involved indeciding how the planning process will work &what their roles will be.

The benefits to them should be understood andaccepted.

All concerned should be given guidance on howto identify learning needs & on the features ofthe various means of satisfying those needs, &

how they can make use of the facilities &opportunities that can be made available tothem.


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Thank you!

a959eperformance management & development-ul

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