Professional Documents
Culture Documents
THE OBJECTIVE
To provide a fresh perspective to the appraisal system Emphasize the need to use PMS as a Management tool for Organizational Development
To provide useful information on our Performance Management System.
REALITY :
It is a constructive activity which leads to personal growth.
PMS AN OPPORTUNITY
To direct current performance towards the organizations requirement. To harness potential within the individual and utilize it to the optimum level.
To improve relations.
ROLE OF A MANAGER
MENTOR :
A person with expertise in his respective field. Capable of sharing his experience which will be useful to the organization.
GUIDE
FRIEND
MANAGER AS A FRIEND
Develop meaningful two way communication Motivate the individuals towards higher achievements. Help them to overcome their weakness and capitalize their strengths. Help in doing individual SWOT analysis.
APPRAISAL SYSTEM
Self Appraisal Initial discussion between the appraiser and the reviewer. Discussion between the appraiser and appraisee and rating to be given with due consideration to the Attributes. Assessment of employees performance by reviewing authority. Final comments on the appraisal by the appraising authority.
They identify the areas within which a person is responsible for achieving results.
Majority of KPAs are found from the job description simply by asking the question What are the most important things that the person does?
In general a job may have between three to seven KPAs. If it is less than three, probably some important area would have been overlooked or if it is more than seven, chances are great that what has been generated is a task inventory or list of goals.
d) FINETUNING OF KPAs
Review the list to make sure that each KPAs deals with a discrete and non overlapping part of the job. Make sure that no significant responsibility areas have been overlooked. Ensure that the KPAs are appropriate.
ATTRIBUTE RATINGS
Common Errors Snap Judgments Subjective Ratings Inconsistent Ratings
The detailed note on attribute ratings available with the HR & circulated earlier will be helpful in making more objective ratings.
APPRAISAL MEETING
A)
STEPS IN SETTING UP THE MEETING. State purpose of the meeting Clearly. Communication should be clear and not ambiguous. Date, time and place to be decided in advance. Sufficient time should be kept between two appraisal meetings.
APPRAISAL MEETING
B) PREPARATION FOR THE MEETING Collection of the facts and necessary data. Plan the points to be discussed. Be prepared with inputs for a constructive appraisal meeting.
WHERE
It should preferably be at a neutral place with no physical barriers like the conference room.
WHERE NOT
At the Managers desk. At the Appraisees desk.
LANGUAGE
Establish contact (say hello, handshake) Ask open questions. Seek to reach an agreements. Be more elaborate in communication
Dont Invade Dont be threatening in giving a critical feedback Avoid closed questions Avoid reaching confrontation.
THE MANAGER SHOULD : Avoid conflict Seek acceptance with warmth. Develop two way communication.
UNDER ACHIEVER
Excessive dependence Needs supervision Lacks initiative
Show empathy not sympathy. Exercise control over the initial period of performance. Give advise not instruction. Set realistic goals and help in preparing a action plan
ASSERTIVE:
Wants to control Likes doing things his way.
Encourage high performance and grant recognition. Share objective with him/her and seek his/her commitment. Delegation of work should be done carefully and team work should be encouraged.
THANK YOU