Defining Performance And Cho A Measurement Approach

What Is Performance?
Performance means both behaviors and results. Behaviors emanate from the performer and transform performance from abstraction to action. Not just the instruments for results, behaviors are also outcomes in their own right the product of mental and physical effort applied to tasks and can be judged apart from results.

Essentials of immaculate performance

 Mutual  Clear



 Standardizations  Training  Expertise

 Documentation  Feedback  Unity  Constant  Review

and participation


and appeal

Déterminants Of Performance
• Declerative knowledge • Procédural knowledge • Motivation

Individual Performance Measures
 Measures

should relate to results. with targets.

 Comparison  Behavioral  Data

requirements should be defined.

must be available for measurement. should be objective.

 Measures

Approaches to Performance Measurement.
 Traditional

 Modern

Traditional Approach
 Also  Only

known as “Overall Approach”.

as a method to justify an employee’s salary. aspects were ignored.

 Developmental

Modern Approach
 More

formal and structured performance appraisals.

 Frequent

 Important

organizational activities – Promotions, Demotions, Transfers, training, development and Rewards.

Performance dimensions
Of A Senior Manager

 Recognize

leadership as shared.  What it can become, rather what is has been.  Communicate respect.  Critical decision making.  responsibility

Accountability, planning and Implementation
 Manage

within the budget. requirements. the power of goodwill.

 Considering

 Understanding  Steward

for investors.

Manage diverse Manpower
 Exercises

care in making high quality, diverse appointments. pride in performance what people need.

 Instills

 Understands  Defuses  Be

a tense situation.

a parent.

Strategic Thinking
 Anticipating  Best


use of available resources. management. into effective action plans.

 Crisis

 Strategies

Improved Organizational Performance
 Fostering  Reward  Aligning


experimentation, innovation, learning.

responsibility, authority and accountability. training and development.

 Constant

A climate Of Openness
 Stimulating  Respect  Concern

constructive criticism.

for lower management. for the organization and it members. organizational limitations.

 Correcting

The process of performance appraisal

 Prepare  Inform  Venue  Layout

 Introduction  Review  Action

plan and Queries

 Questions  Closing  Follow


Thank you
 Anurag

huria  Divya deewan  Neha mahajan  Nikhil nagar  Sheeba agha  Yogesh sharma

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