Performance Management Process.pptx

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1. Performance Management Process Session 2

2. Performance Management Process Step 1: Identify the Prerequisites Step 2: Performance Planning Step 3: Performance Execution Step 4: Performance Assessment Step 5: Performance Review Step 6: Performance Renewal and Reconstructing.

3. 1. Identify the Prerequisites Have good knowledge of the organization’s mission and strategic goals to make positive contributions. Have good knowledge of the job in question. Job analysis allows for the determination of the key components of a particular job: What tasks need to be done, how they should be done, and what KSAs are needed.

4. 2. Performance Planning Performance planning evaluates Results Behaviours Developmental plan

5. 2. Performance Planning Results should include key accountable areas for which an employee si responsible’ Speific objectives for each key accountability(goals to be reached. Performance standards (what are acceptable and unacceptable levels of performance) Developmental plan includes a description of areas that need improvement and gaols to be achieved.

6. 3.Performance execution Employees commitment to goal Taking a proactive role in seeking feedback from supervisor Regular communication Managers responsibilities is to observe and document performance, update the employee on an changes in goals and provide resources and reinformacemtn

7. 4. Performance assessment Evaluation of performance by supervisor and employee himself. Performance assessment by supervisor By self appraisals to know whether the employee have a real understanding of what is expected of them.

8. 5. Performance Review An appraisal meeting should focus on present and future. The present involves the reward system The future involves in discussion of goals and development plans that the employee will be expected to achieve during the period before the next review session.

9. 6. Performance renewal and reconstruction To make adjustments as per requirement. For example to addnew key accountabilities and competencies.

10. Case Omega Inc.