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Performance Management

1. Write a note on performance management system.

Models of Performance management system are created more often catering to the needs of the
organisation. Let us see one model for our understanding. The model given below is composed
of three units, based on the level of influence on the employee performance.
 Primary influence - Organisation (Most influential)
 Secondary influence – Personality, attitude and behaviour (Second Level)
 Tertiary influence - Work place (third level)

Organisation - Primary Influence

The influential factors in an organisation are as follows:
 Organisational structure
 Employee Motivation
 Work place and its implications like, work place privacy, workplace violence
and harassments, workplace harmony and cleanliness
 Management techniques and methods
 Teams
 Monitoring and control systems
 Effective leadership
 Performance evaluation systems
 Reward System
 Performance Counseling
 Organizational culture and work climate

Personal Orientation

The factor that comprises the personality of an employee obviously effects the performance of
the employee. The five factor model is used by many researchers of industrial psychology to
categorize the dimensions of personality. They are
 Emotional Stability
 Agreeableness

 Conscience
 Openness to experience
 Extraversion/ introversion
Apart from these, there are many other factors, what we commonly use in our business terms

Job-specific task proficiency -how well an employee can do his job 2. The major factors are  Relationship of Superior and the subordinate  Relationship among the peers and team mates  Work life balance  Quality of work life  Quality of work place . controlling etc. Taking a good view of understanding in this side of the employee by both. Work Place and its Influence Workplace is where the employee performs his job. Performance Counseling method is used to stimulate and rectify the problem areas in this sector. employee himself and the employer will help in identifying the blockages in better performance. Demonstrating effort – How well an employee can be committed and persistent at his job 5. Facilitating team and peer performance – how well an employee supports his team and peers 7. related to his job. Making a note of these behavioural standards in the performance evaluations will create quantum leaps of better relationship between the appraisee and the appraiser. John Campbell defines eight behavioural dimensions of Performance. Usually. Supervision – How well an employee influences his subordinates? 8. The work place has a lot of implication over the performance of the employee. Non-job-specific task proficiency – how well an employee can do other jobs. Attitudes  Beliefs  Values  Knowledge and skills are also important factors that determine the employee’s performance. Communication – how well an employee can communicate. We will be having a better view of performance counseling in the forth coming units. Maintaining personal discipline – how well an employee can avoid negative behavior 6. Management and administration – How well and employee performs others management functions such as organising. both written and oral? 4. 3. They are 1. in the organisation 3.

 Workplace privacy  Workplace violence and harassments  Workplace harmony  Workplace stress  Morale level  Workplace environment .

This will be successful only if the employer knows about the place as well as the person. is half done and also ends well. it certainly has its impact in the overall performance of the organisation. If wrongly placed the tree may not grow well and bear fruits. .  The nature of authority. however important or unimportant it may be. it becomes vital to identify the right place for a person. The description usually contains. Job analysis process collects information on the needs of job. it becomes easier to place the right person and bring in the desired output. Hence. The preparation of job description is very important. the work behaviour necessary to complete the job and identifies the qualities and qualification a person should have to perform that job.  Title/ Designation of job  The nature of duties and operations to be performed in that job. When job analysis is done. It usually contains  Job title and designation  Educational qualifications for that title  Physical and other related attributes  Physique and mental health  Special attributes and abilities  Maturity and dependability Role of Job Analysis in Performance Management A job well started. Job specification is the translation of job description into Human qualifications to perform that job.4. If the job is well understood beforehand. The job. Write a note on job analysis. because any misleading facts or ambiguous description may lead to poor performance and also appraisal. the Manager may have two outcomes now: Job Description It is an organisational statement of the job contents as duties and responsibilities.  Necessary qualifications those are required for job.responsibility relationships.  Relationship of that job with other jobs The provision of physical and working condition or the work environment required in performance of that job. Job Specification Job Specification is the statement of eligibility conditions for an employee to fit into that job. Placing a person in an organisation is like planting a sapling. Answer Job analysis is the systematic study of jobs to identify the work activities and responsibilities related to a particular job.