PERFORMANCE MANAGEMENT
EFFICIENCY GOALS IMPROVEMENT SCOPE
Hello!
Welcome to
Performance
Management (PMT)
,Performance Management:
Continuous Process of Identifying, measuring and devel
performance of individuals and teams
Aligning performance with the strategic goals of the
organization
6 Purposes of PM Systems:
Strategic: Help top management achieve strategic business obj
Administrative: Provide useful information for making admin
decisions about employees e.g. salary adjustments, prom
termination
Informational: Inform employees about how they are doing an
the organization’s & supervisor’s expectations. e.g., cu
complaint – food poisoning
,6 Purposes of PM Systems (cont’d):
Developmental: Allow managers to provide coaching to their employe
Organizational maintenance: Provide information to be used in w
planning & allocation of human resources (e.g. succession p
expansion)
Documentational: Collect useful information that can be used for
purposes e.g. administrative decisions
15 Characteristics of an Ideal PM System
1. Strategic congruence: Individual goals must be aligned with unit and organ
goals (e.g. profit level, sales volume, market share, growth rate, pro
increase)
2. Context congruence: Congruent with the organisation’s culture e.g. 360
feedback system can be resisted in a rigid type of organization.
, 15 Characteristics of an Ideal PM System (cont’d):
4. Thorough:
1. All employees are evaluated
2. All major job responsibilities are evaluated
3. Evaluations cover performance (behaviour & results) for entire review period
4. Feedback is given on both positive and negative performance
5. Practical:
5. Easy to use: Performance data are entered using user–friendly software
6. Benefits (performance /productivity) outweigh costs (time, effort, $)
6. Meaningful (system):
7. Standards are important and relevant (zero injuries)
8. System measures ONLY what employee can control
9. Evaluations occur regularly (quarterly reviews) and at appropriate times
10.Results used for important admin. Decisions
EFFICIENCY GOALS IMPROVEMENT SCOPE
Hello!
Welcome to
Performance
Management (PMT)
,Performance Management:
Continuous Process of Identifying, measuring and devel
performance of individuals and teams
Aligning performance with the strategic goals of the
organization
6 Purposes of PM Systems:
Strategic: Help top management achieve strategic business obj
Administrative: Provide useful information for making admin
decisions about employees e.g. salary adjustments, prom
termination
Informational: Inform employees about how they are doing an
the organization’s & supervisor’s expectations. e.g., cu
complaint – food poisoning
,6 Purposes of PM Systems (cont’d):
Developmental: Allow managers to provide coaching to their employe
Organizational maintenance: Provide information to be used in w
planning & allocation of human resources (e.g. succession p
expansion)
Documentational: Collect useful information that can be used for
purposes e.g. administrative decisions
15 Characteristics of an Ideal PM System
1. Strategic congruence: Individual goals must be aligned with unit and organ
goals (e.g. profit level, sales volume, market share, growth rate, pro
increase)
2. Context congruence: Congruent with the organisation’s culture e.g. 360
feedback system can be resisted in a rigid type of organization.
, 15 Characteristics of an Ideal PM System (cont’d):
4. Thorough:
1. All employees are evaluated
2. All major job responsibilities are evaluated
3. Evaluations cover performance (behaviour & results) for entire review period
4. Feedback is given on both positive and negative performance
5. Practical:
5. Easy to use: Performance data are entered using user–friendly software
6. Benefits (performance /productivity) outweigh costs (time, effort, $)
6. Meaningful (system):
7. Standards are important and relevant (zero injuries)
8. System measures ONLY what employee can control
9. Evaluations occur regularly (quarterly reviews) and at appropriate times
10.Results used for important admin. Decisions
