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ExeQserve Performance Management System Implementation

ExeQserve Performance Management System Implementation

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Published by Edwin Ebreo
ExeQserve Corporation Consultants believe that the measure of a performance management system’s effectiveness is general improvement in employees’ performance. If the system can’t do this, it is not worth the time and money invested in it. For performance improvement to take place however, users must use the system and tools according to their purpose. This can only happen if the users accept the role they play in the performance management scheme and know exactly how to use the available tools for performance management. These we believe are the causes and effects that we must address if we are to implement a useful performance management system.
ExeQserve Corporation Consultants believe that the measure of a performance management system’s effectiveness is general improvement in employees’ performance. If the system can’t do this, it is not worth the time and money invested in it. For performance improvement to take place however, users must use the system and tools according to their purpose. This can only happen if the users accept the role they play in the performance management scheme and know exactly how to use the available tools for performance management. These we believe are the causes and effects that we must address if we are to implement a useful performance management system.

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Categories:Types, Brochures
Published by: Edwin Ebreo on Oct 23, 2011
Copyright:Attribution Non-commercial

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03/20/2013

pdf

 
 1
2011 
Edwin Ebreo 
ExeQserve Corporation2108, 88 Corporate Center, Sedeno St. MakatiCity8933199 * ecebreo@exeQserve.com 9/26/2010 
Performance Management SystemDevelopment and Implementation
 
 2
GOALS:
a.
 
Develop a comprehensive Performance Management System aimed at improvingemployee performance;b.
 
Develop a more objective system for rating performance;c.
 
Establish a rewards system that is focused on rewarding exceptional results andencourage continuous improvement;d.
 
Apply a change management strategy to ensure integration of the new performancemanagement system into COMPANY
’s organizational
culture; ande.
 
Equip employees with the necessary tools to plan, monitor, provide feedback, developcapacity, evaluate and reward performance.
RATIONALE:
In order for any performance management system to be used effectively, members of theorganization need to have a thorough understanding of how performance management
systems are designed to align employee performance with the organization’s
goals. Managersmust learn how to effectively use the performance management tools for setting clear goals,monitoring performance, providing feedback, developing capacity to perform, appraisingperformance as objectively as possible and rewarding good performance. We underlined goodperformance because it is critical for employees to know what is being recognized. Whenrewards do not clearly point to the good performance, employees become confused aboutwhat defines it.
ExeQserve Corporation
Consultants believe that the measure of a performance management
system’s effectiveness is general improvement in employees’ performance. If the system can’t
do this, it is not worth the time and money invested in it. For performance improvement totake place however, users must use the system and tools according to their purpose. This canonly happen if the users accept the role they play in the performance management schemeand know exactly how to use the available tools for performance management. These webelieve are the causes and effects that we must address if we are to implement a usefulperformance management system.We propose to make some considerable revisions in COMPANY
’s existing system to achievethis proposal’s objectives. Our major strategy includes:
 1.
 
Getting key employees involved in the revision process;2.
 
Training all involved on the concepts, development and use of performancemanagement tools; and
 
 3
3.
 
Follow a change management model to ensure institutionalization of the desiredchanges and the integration of performance management in COMPANY
’s culture.
ExeQserve consultants have the experience and tools to carry out all attendant actionsrelated to aforementioned objectives.
PERFORMANCE MANAGEMENT SYSTEM COMPONENTS
We propose to establish a comprehensiveperformance management system that hasthe following components:1.
 
Planning
 
 –
Setting performance goalsand behavioral expectationsa.
 
Key result areasb.
 
Key performance indicatorsc.
 
Calibrated performancestandardsd.
 
Clearer behavioral indicatorsand standard for eachcompetency2.
 
Monitoring
 
 –
Creating mechanisms forregular monitoring of performance andgiving feedbacka.
 
Monitoring systemb.
 
Feedback mechanism3.
 
Developing
- Clarifying managers responsibilities for developing capacity for performancethrough coaching and traininga.
 
Performance discussion and coaching tacticsb.
 
Maximizing effect of training on performance4.
 
Appraising
 
 –
Establishing tools for auto-generating key performance indicators forperformance evaluation and equipping managers to handle performance discussions moreeffectively.a.
 
Auto generating scores for key performance indicatorsb.
 
Techniques for more objective appraisal of competenciesc.
 
Performance Appraisal discussion techniques5.
 
Rewarding
- Establish policy for more effective use of rewards to reinforce positiveperformance.a.
 
Migrate to a new rewards system that reinforces and encourages consistent positiveperformance.

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Edwin Ebreo added this note
ExeQserve can help you put in place a system that focuses on both result and competencies of employees.
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