PERFORMANC

E
MANAGEMEN
T Chethan
Krishnan
Introduction
 Performance management system training is a process intended to
develop employees to their highest level of performance to increase
profitability

 Performance management system training focuses on not only the

performance of individual employees, but also on your organization
as a whole

 It ensures each department is working smoothly and that your

organization has the proper procedures in place to reach the goals

 Developing the skills of your employees through continuous training

not only improves daily productivity, but also the overall operation
of your organization
Benefits of Performance Management

 Evaluate the effectiveness of the managers and heads of

companies in reaching goals

 Evaluating employees to help them reach reasonable goals

 It focuses on results, rather than behaviours and activities

 Aligns organizational activities and processes to the goals of the

organization

 Cultivates a system-wide, long-term view of the organization

 Produces meaningful measurements

 It also involves giving feedback to employees

 It generally includes planning work, setting goals, offering feedback

and reviews, opportunities to learn more in one’s field, and
rewarding employees who perform well

 This means giving opportunities to work on harder projects, pairing

less-skilled employees with expert employees, and offering team
models
Performance Planning
There are many advantages to both supervisors and employees in
having an effective performance planning and review process

Four areas that must be identified in a performance plan are:

1. Job responsibility - what has to be done?

2. Performance measure - how will this be checked or measured?

3. Performance standard - how well must it be done?

4. Target date - when will it be checked?

Effective ways of Performance Planning

 Clarify which duties have priority and the standard they must be
performed

 Outline results expected, performance measures, standards to be

achieved and target dates for measurement

 Its usually prepared at the beginning of annual review period, or

when an employee first starts their new job.

 Both supervisor and employee should be reviewing the goals,

objectives and needs of the work unit and looking at the current
job description
 List the things in the job that they intend to measure, and the
standards you will measure to

 Measures should be specific to each task, with clear standards

which include dates and times

 The next step in the process is providing regular feedback

 The employee should also maintain a record of special

achievements, or issues that need to be resolved

 Another important aspect to completing this cycle is action

planning
Potential Appraisal and Career Development

 Assessing the employees periodically

 Development Planning & Placement

 Assigning new roles & responsibilities

 Supervisor’s Supervision through observations and experiences

 Give different jobs to employees

 Simulation activities is used to assess

Tools for Measuring Performance
Performance measurement uses the following indicators ,

1. Quantity

2. Quality

3. Timeliness

4. Cost Effectiveness

5. Absenteeism/Tardiness

6. Creativity

7. Adherence to Policy
8. Gossip & Other Personal Habits

9. Personal Appearance/Grooming

10. Manager Appraisal

11. Self-Appraisal

12. Peer Appraisal

13. Team Appraisal

14. Assessment Centre

15. 360 Degree Appraisal

16. Management by Objectives (MBO)

Conclusion
Performance Management is an essential tool in
business management today. Management activity of this type
makes it easier to evaluate the productivity of individual employees
as well as entire departments. As a result, the company will function
more efficiently, keep overhead low, and has a better chance of
succeeding. There are many benefits of performance management
that have a direct bearing on the day-to-day operation, which in
turn makes the overall picture for the company much brighter.
THANK
YOU
Chethan Krishnan
Soumya Rajeesh