Performance mngmnt

1. PERFOMANCE INDICATORS FOR DIFFERENT LEVELS OF MANAGEMENT PRESENTED BY NEENU BABU NEETHU S SATHMA S

2. Introduction Performance management is intend to establish high performance culture in which individuals and teams take responsibility for the continuous improvement of business process and for their own skills and contributions within a frame work provided by effective leadership

3. Role of Top Managers Design policies Help in convincing the line managers Help in higher performance Communicating an organization’s mission and values Defining the work expectation and communicating it Keep the employees informed

4. Role of Line Managers By providing leadership from the top By communicating with the line managers about the importance of performance Maintaining Simplicity Reducing the pressure of line managers Involving the line managers in design and development

5. Performance management and Line Managers Preparing roles and profile Defining goals Identifying and using performance measure Giving and receiving feedback Taking part in review meeting Identifying learning needs and preparing and implementing personal development plans Diagnosing and solving performance problem Coaching

6. Approaches to motivation Provide leadership from the top Communicate Keep it simple Reduce the pressure Involve Encourages

7. Role of employes Actively participate in formulating performance agreements. Participate in 360 degree assessment schemes. Discuss their roles and competencies. Define objectives.

8. Role of HR HRM strategies are reformed recently by Indian companies. Hr department is closely working with the management, and all major functional departments in organization.

9. Feedback Management Feedback is the provision of information to people on how they have performed in terms of results , events , critical incidents and significant behaviours. Feedback can be positive , constructive and negative.

10. Guidelines on providing feedback Build feedback in to the job. Provide feedback on actual events. Describe, don’t judge. Refer to and define specific behaviours. Ask questions

11. Elect key issues. Focus Provide positive feedback Provide constructive feedback Ensure feedback leads to action Define good work or behaviour

12. 360- degree feedback It is a process which someone’s performance is assessed and feedback is given by number of people who may include their manager, subordinate, colleagues and customers.

13. Steps in 360 degree feedback Define objectives Decide on recipients Decide on who will give the feedback Decide on the areas of work and behavior Decide on the method of collecting data Decide on data analysis and presentation Plan initial implementation programme Analyze outcome of pilot scheme Plan and implement full programme Monitor and evaluate

14. Benefits of 360 degree feedback Increased employee self awareness Enhanced understanding of behaviors needed to increase individual and organizational performance The creation of developmental activities that are more specific to the employee Increased involvement of employees in all level in a hierachy

15. Contd … It gives a people more rounded view of their perfomance Increased awareness of relevance of competencies Increased awareness by senior management that too have development needs

16. conclusion The success of performance management practices in any organization depends upon the commitment and involvement of different stake holders like top management, line managers, employees and HR specialists