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win plan “strategic and integrated approach to delivering sustained success to organizations by improving performance of people who work in them and by developing the capabilities of teams and individual contributors Armstrong and Baron . productivity and satisfaction--it is a goal.What is Performance Management ? Systematically managing all the people in an organization.congruent win . goal focus. for innovation.
. competence.Why strategy? Achieve increased organizational effectiveness Better results for individuals and team Higher level of skills. commitment and motivation.
Functional integration:-Linking functional strategies. HR integration:-Different aspects of HR managements. team and individual. Integration of individual with Organisation. Integrated in 4 senses:Vertical integration:-linking business. . Based on Principles of Management by agreement or contract than Management by commands.
As entrepreneurs. we strive for excellence. Innovation award net profit best new business award customer satisfaction ratings strategic performance management 5 .
. .But too often we fail to provide the ‘grounding’ needed to sustain excellence. . • start up capital • time • energy • intellectual capital • passion Open for business! this is execution . . • business plan and strive to win. strategic performance management 6 . We invest .
improving performance management improving governance & controls 43% 42% 42% 38% From IBM performance survey.Senior managers now recognize ‘execution’ as a primary responsibility & growth priority. 2003 strategic performance management 7 52% improving planning & budgeting improving competence/ skills improving access to information .
Purpose Of Performance Management Aim at better results. Aim at communication and involvement. . Aim at Employee Development Aim at satisfying the needs and expectation of all. Aim at Performance improvement.
Scope ? Managing within context of the business. Jointly responsible for results. Horizontal Integration. Concern everyone in business. .
Valuing People Paying people Performance Management Developing People Involving People .
and competencies. Measuring Outputs.Process Focus on future performance Planning Concerned with Individual Performance and development Produce Review in form of individual rating.and also concerned with input. . knowledge skills.
vision creative tension strategic planning people processes an interactive cycle current state strategic performance management 12 . integrated. & fact-based management style.Execution requires a holistic.
Performance Cycle SETTING EXPECTATIONS PROVIDING ACTIONABLE COACHING & FEEDBACK OBSERVING BEHAVIOUR AND MEASURING RESULTS .
CONCLUSION It is not about establishing a top-down. Performance management is a strategic process because it is a forward looking and developmental.backward- looking form of appraising people. . Focus on discussions and supports rather than dictator ship.neither it is a just a method of generating information for pay decisions.
Reference Strategic Human Resource Management by S. BHATIA. Performance Management : Soumendra narain bagachi PPT of Professor Lucia Miree American University in Bulgaria.K. PDF on Connecting the Hard and soft :HAY GROUP .