UNIT 1 - 2 Flashcards
the process of ensuring individual and team effort support the organizational objectives and to realize key stakeholder expectations and wealth creation in all the identified value drivers of the organization
Performance management
NATURE OF PERFORMANCE MANAGEMENT
(Effective Performance Management System)
Make clear what the organization expects
Provide performance information to employees
Document performance for personnel records
Identify areas of success and needed development
IMPORTANCE OF PERFORMANCE MANAGEMENT
- Salary administration
- Performance feedback
- Identifying individual strengths and weaknesses
- Documenting personnel decisions
- Recognizing individual performance
- Identifying poor performance
- Assisting in goal identification
- Making promotional decisions
- Retention or termination of personnel
- Evaluating goal achievement
Usually do the actual appraising
SUPERVISOR
Must know how to conduct the Appraisal fairly
SUPERVISOR
Must be familiar with basic appraisal formatting
SUPERVISOR
Serves a policy making and Advisory role
HR DEPARTMENT
Prepare forms and procedures And insist that all Department use them
HR DEPARTMENT
Appraisal based on their skills
HR DEPARTMENT
RELEVANCE OF OBJECTIVE IN ORGANIZATION
- SETTING AND DEFINING GOALS
- SETTING EXPECTATIONS FOR MANAGERS AND
EMPLOYEES - SETTING PERFORMANCE STANDARDS
- ESTABLISHING EFFECTIVE COMMUNICATION
Allowing employees to focus on what’s important.
Aligning individual objectives with business objectives.
Optimizing employees’ individual performance.
Identifying the key result areas and work upon improving them.
SETTING AND DEFINING GOALS
Define the expectations in clear terms. Let your employees know exactly what is expected from them and provide clarification when needed.
Explain how the expectations established will help in fulfilling the overall business objectives; draw the line of sight between their contribution and the business achieving those objectives.
Document the expectations. Establish a process that clearly defines and measures what to do and who is responsible for each task.
SETTING EXPECTATIONS FOR MANAGERS AND EMPLOYEES
Setting even more unrealistic standards for the job that is failing to reach its existing standards.
Not having enough resources to complete the new demands.
A failure of cooperation or collaboration from the team and manager.
A lack of effort on the employees’ part.
SETTING PERFORMANCE STANDARDS
Team leaders, or managers, should take sufficient time to indulge in one-on-one interactions with their team members; regular touch-points and contact.
To build a workforce with varied skills, that fosters further career development, continuous feedback and coaching
are critical. This can be done through performance
reviews, or 360-Feedback resources.
Set and conduct regular team building activities (there are
some great online activities).
Promote and encourage collaboration and communication
among team members, and as an essential part of the workplace culture.
Use appropriate and helpful business communication
tools.
ESTABLISHING EFFECTIVE COMMUNICATION
DIMENSIONS OF PERFORMANCE MANAGEMENT
Performance Planning
Feedback and Coaching
Performance Review
Outcome
ORGANIZATIONAL PERFORMANCE MANAGEMENT
- Performance Development
- Media Relations & Communications
- Training & Development
- Customer Service
the end result of an activity
performance
accumulated end results of all organization’s work processes and activities
organizational performance
WHY IS MEASURING ORGANIZATIONAL PERFORMANCE
IMPORTANT?
- BETTER ASSET MANAGEMENT
- INCREASED ABILITY TO PROVIDE CUSTOMER VALUE
- IMPACT ON ORGANIZATIONAL REPUTATION
- IMPROVED MEASURES OF ORGANIZATIONAL
KNOWLEDGE
process of acquiring, managing, renewing, and disposing of assets
asset management
design business models to take advantage of assets
BETTER ASSET MANAGEMENT
must monitor value obtained by customers
Customers will seek other sources of supply if value is
not
INCREASED ABILITY TO PROVIDE CUSTOMER VALUE
strong reputation leads to greater consumer trust and ability to command premium pricing
IMPACT ON ORGANIZATIONAL REPUTATION
knowledge created by collaborative information sharing and social interaction leading to appropriate action
organizational knowledge
