performance appraisal. general introduction: – why managing performance? – what is performance...
TRANSCRIPT
PERFORMANCE APPRAISAL
• General Introduction:– Why managing performance?– What is performance management?
• Performance Management at BESIX?– Self Appraisal– Objective Setting 2015
CONTENT
GENERAL INTRODUCTION
WHY MANAGING PERFORMANCE?
The global market obliges every international oriented company to be in a continued process of finding ways to improve its organizational effectiveness and increase its business performance through :
Measuring performance at corporate level based on strategic and operational objectives
Measuring individual contribution to the corporate performance based on individual objectives
Result: Aligned Employees, One Direction & Focus
WHY MANAGING PERFORMANCE?
Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities.
Performance management is a whole work system that begins when a job is defined and allocated to someone.Then it needs to be monitored and reviewed continuously in order to be finally evaluated.
3. Yearly Appraisal: performance evaluation & competence assessment
1. Yearly Objectives:
Performance objectives (what)
Development Plan for competencies
(how)
2. During Year:- Continuous monitoring & feed back- Interim Appraisal (when transfer, change of line manager, …) - Continuous goal setting- Use of individual activity logbook to add extra tasks, objectives, trainings,
….
THE CAREER CYCLE @ BESIX
Development Performance ManagementCompetence ManagementTraining Performance measurement Resource allocation Staff evaluationEmployability of people
Reward
Remuneration & bonus allocation
Promotion
PerformanceDevelopment
PERFORMANCE MANAGEMENT @ BESIX
WHY SELF APPRAISAL
• Manager is informed of employee’s perception on owns work
• Manager is aware of the accomplishments employee is most proud
• Prepare a discussion about one’s career goals, ambitions and progression within the company
HOW SELF APPRAISAL: BASIC QUESTIONS FOR THE EMPLOYEE
• Start with your objectives and add the extra tasks and activities you realized, through the activity logbook
• What was your role this year? • Did you achieve your objectives?• What went well? • What was more difficult?• Did you ask for feedback?• …
• Objectively think about the things that you have done well and the things you would do differently
• Take responsibilities for failures but also outline the possible constraints in your work
• Provide data and facts, use examples• Include some weaknesses as points to improve/learn• Try not to over or underestimate yourself.
HOW SELF APPRAISAL: TIPS & TRICKS
HOW SELF APPRAISAL: ALSO
• Think about
– your objectives of next year and make proposals– your development plan/trainings to follow and make
proposals
• Share your realistic ambitions
Flight:• People say …• Everyone makes mistakes• Better next time
Aggressive:• You are wrong• You never agree
Assertive:• I-statements• facts & figures• raise your questions or concerns
Manipulative:• Gossip• Flattering
TIPS FOR EMPLOYEES AND LINE MANAGERS:
OBJECTIVE SETTING 2015
OBJECTIVES 2015
• Objective can be a task, a competence or a behaviour on which the employee focus in order to achieve a specific result.
• Objectives should be SMART– Specific– Measurable– Achievable– Realistic– Timely
• Objectives should support the business needs and the individual’s plans to progress
• Employee should commit to the objectives• Focus on average 3 objectives per year
