Performance

Management

What is PERFORMANCE????

Good Performance?
More than just activities,
good intentions, or results

effort,

Working hard and staying busy are not

necessarily high performance
Attending training sessions and studying
hard does not necessarily lead to good
performance
Strong commitment may not lead to
good performance
Even accomplishing some goals may not
be high performance

What is
Performance
Employee performance management is
the process of involving employees in
management
accomplishing your agencys mission
and goals.

Employee performance management

includes: planning work and setting
goals,
monitoring
performance,
developing
capacity,
reviewing
performance, and rewarding good
work.

Designing the
performance
system
management
What will be the purpose?
What will be the sequential
stages?
What performance will be
measured?
Who will assess employee
performance?
What will be on the form?

Why to measure
Performance???

Links employees pay to competency and

contribution
Provides opportunities for personal
development and career growth.
It gives both superior and subordinates
an equal opportunity
to express
themselves under structured conditions
Helps in deciding whether to promote,
demote or relieve an employee

Stages of performance
management
Monitor

Develop

Plan

Reward

Review

What to measure??
Behaviors how the work is
done
Performance factors / competencies
Required behaviors
Behaviors
supporting
desired
organizational culture

Results what is achieved

Performance outcomes
Performance
compared
standards

to

job

Who will assess

performance?

Immediate
supervisor only
In addition to the
immediate
supervisor
Employee (self)
Peers and
coworkers
Internal and
external
customers

What to be documented??
O Performance outcomes and/or results achieved (or not

achieved) on objectives
O Performance factors / competencies / work behaviors
O Summary of one to three major achievements
O Strengths / areas for development
O Overall rating
O Plan for development (if not elsewhere)
O Performance plan for next period (if not elsewhere)

If a rating scheme will be

used
Rating labels
Numerical : e. g. 1, 2, 3, 4, 5
Behavioral frequency : e. g. always,
usually, frequently, sometimes, rarely
Evaluation : e. g. distinguished, superior,
competent, fair, marginal
Performance against a standard : e.
g. exceeds, meets, does not meet

Performance
Management
Broader Than
Performance
Begins with a look at
Appraisal
goals & strategies of
the organization

Performance Appraisal continues to be

one of the most criticized HR functions
in organizations

Performance Appraisal
We all measure our
subordinates performance
whether we do it formally or
informally
Very important to document
what we evaluate
Also necessary to show a clear
link between what we evaluate

Why Appraisal ??
Purpose
Control Behavior
Used to Provide Feedback
Used as Basis of Reward &

Punishment Systems
Used for System
Improvement
Dr. Dianna

How Frequently Should

Performance Appraisal
Be Done?

Why
?

Performance
Appraisal a
Is not a once-a-year
or once-a-quarter
Continuing
Process
experience
Effective appraisal occurs frequently
There should be no surprises when an
employee is given his or her formal
appraisal interview
Essential for coaching & positive
motivation

Factors to Consider in
Choice of Appraisal
Cost
System
Usefulness in employee
development
Usefulness in administrative
decisions

Who Appraises?

Supervisor
Peers
Subordinates
Self Appraisal
Customers

But are these

Appraisal Techniques
Reliable????

Biasness in
Appraisal
Techniques

Halo and Horn Effect

Leniency Error
Error of Strictness
Central Tendency Error
Recency Error