perform ace management hrmi gihan edit
TRANSCRIPT
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Certificate in
Human Resource Management
PerformanceManagement
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The actual effort that theindividual undertakes in order
to carry out the work.Performance relates to the
person's ability to perform all of
the tasks and duties requiredfor a specific job.
What is Performance ?
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What you cannot measure you cannot
improve.
If you cannot improve you cannot grow. Measurement helps in objectively
differentiating between performers and non
performers. Pay for performance is possible only
through metrics.
Measure Performance because
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People can & will perform better when they:
Know & understand what is expected of them(goals)
Have been able to take part in forming the goals(participation)
Get supervision, supports, & resources (enabling
conditions) Get feedback on their performance (appraisal)
Are enable to achieve the goals (development) Have positive consequences for performance
(rewards)
Why Performance Appraisal ?
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To evaluate the worth of an employee in terms of
the requirements of the job performed by him.
To bring out improvement in the performance of
work by each employee.
To determine the areas where the employeesneed further training for better performance.
Objectives of PA system
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To identify the steps by which the grievance of the
employees can be reduced.
To help the management in long term man powerplanning.
To reward employees who are performing well.
To determine promotions and transfers of
employees and increase in their remuneration.
Objectives of PA system
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Uses of PA systemPerformance
Appraisal
Giving PerformanceFeedback
Administering Wagesand Salaries
Identifying Strengthsand Weaknesses
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Uses of PA system
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Types of Appraisal SystemsMerit Rating
Written StatementMBO
Target Setting
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Merit Rating1. Poor
2. Fair
3. Good4. Very Good
5. Excellent
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Dear Manager (HR),
Vivek, my assistant programmer, can always be found
hard at work in his cubicle. Vivek works independently, without
wasting company time talking to colleagues. Vivek never
thinks twice about assisting fellow employees, and he always
finishes given assignments on time. Often Vivek takes extended
measures to complete his work, sometimes skipping coffee
breaks. Vivek is a dedicated individual who has absolutely no
vanity in spite of his high accomplishments and profound
knowledge in his field. I firmly believe that Vivek can be
classed as a high-calibre employee, the type which cannot be
dispensed with. Consequently, I duly recommend that Vivek be
promoted to executive management, and a proposal will be
sent away as soon as possible.
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Written StatementNB: That stupid idiot was readingover my shoulder when I wrote the
report sent to you earlier today.Kindly read only the odd lines (1, 3,5, 7,9,11, 13) for my true assessment of
him
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MBOJob Review and Agreement
Development of Performance Standards
Guided Objective Setting
Continuing Performance Discussions
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Attribute of a PerformanceObjective
S pecificM easurable
A chievableR ealisticT ime bound
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Structure of objectives
1.Performance
(an observable action)
2.Conditions
(a relevant condition)
3.Standards
(a measure of performance)
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At the end of the training youshould be able to individually
count money 100% accuratelywithin 1 minute when given
100 notes
Standard
Action word Condition
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Target Setting
Set Goals/Objective in
discussion with theAppraiser and
subordinate
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Multisource of Appraisal (3600 )