INTERNATIONAL

PERFORMANCE
MANAGEMENT
UNIT – 4
Session - 26
INTERNATIONAL PERFORMANCE
MANAGEMENT
International Performance Management

• Performance appraisal
– It is the process of assessing an individual's
performance in a systematic way.
– The performance being measured against various
job related factors as well as individual traits.
– In addition one's potential for performance is
measured.
– The performance appraisal outcome is linked to a
number of personnel decisions.
 International Performance Management
• Performance management
– This stretches beyond appraisal.
– The emphasisin performance management
is enhanced employee performance.
 Performance Appraisal Vs
Performance Management
Appraisal and Management

Performance Appraisal Performance Management

Primary Assessing performance and Improving employee

focus potential for performance performance and
development.
Activities Designing appraisal Set of HR activities designed
involved programme and executed to assess
Build database employee- performance and
wise. improve it also.
Leadership Directional, evaluative. Facilitate; coaching

Frequency Usually yearly once. Often, can be ongoing.

Degree of High Low

formality
 Performance Management Process
Objectives and Strategy of the
Organisation

Competitive position of the Cause Analysis HR Interventions

Desired Performance State
organisation  Feedback and
 Reward and
Analyse:
 Industrial environment compensation systems counseling
 Resources
Employee Perceptions and  Data and information  Change management
attitudes  Resources, tools and  Team building
Gap Analysis environment  Talent management
 Individual  Individual competency  Training and
Competitive Advantage  Team  Motives and development
 Organization expectations  Reward management
 Skills and knowledge  Competency mapping
Measuring Organisational  Ethics in behaviour and learning
Employee Behaviour and
Effectiveness management
performance and action
 Growth, Productivity,
 Ethical performance
Profitability, Market Share, Actual Performance State
Turnover, Stability and training
Human Relations
 Efficient processes for
higher organisational Feedback
adaptability

Organisational Performance
Improvement
Outcome
 Organisation wide alignment of employee behaviours with financial, operational, customer and learning and growth processes
 Clear focus on ethical performance
 Driven by organisational strategy
 Orchestrated by HR
 HR outcomes: Quality of work, tangible rewards, future growth, enabling environment and inspiration
Asst. Prof. Amaresh C Nayak
Performance Management for
Expats
• Expatriate performance
management comprises seven activities -
– Linkage to organisational strategy
– Setting individual performance behaviour
– Identifying variables impacting performance
– Appraising the performance
– Providing regular feedback
on progress towards these goals
– Providing opportunities for improvement
– Linking results with rewards