performance management in organization

IQRA NATIONAL UNIVERSITY Hayat Abad Peshawar

Instructor: Sir M.Ali Course : HRM

Group Assignment & Its Presentation On

Managing Performance Under these topics: Definition of Performance Management. Successful performance management. The performance management process.

5/15/2011

Samiullah

Quotation About performance Managt:

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Presentators(Name & IDs)

Shakeel Ahmad (9731) Shah Junaid (9722) Kashif Qadoos (9735) Naveed Afzal (9713) Imran (9714) Qazi Fazli Rabi (4110)

Students :MBA 4th Semester

Samiullah

Slide Distribution among group members:Slide No.1 to 8Slide No.9 to 11Slide No.12 Slide No.13Slide No.14Slide No.15 & 16

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Introduction to The Chapter:

• Performance management is the improvement of the over all performance of the individual member of staff so by this the organization can improve its own performance.

• Or we can say that managing performance is the individual performance managing in the organization so by this the organization can be able to achieve its pre settled goals.

Samiullah

The Chapter name is Performance Management.

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Introduction to The Chapter:Continue…

• Clear objectives and strategies provides clear direction, to be achieve every component of the organization.

• Individual performance depend upon the organization goals and objectives and vice versa.

• Managing performance is the of the most important role for manager since without it the organization will simple be a collection of activities with no particular focus or control.

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Performance Management:Definition

“A management process design to link the organization’s objectives with those of the individual in such away as to ensure that both individual and corporate objective are for as possible met”

Samiullah

Explanation to the Definition:or you my consider this is another definition......Performance management is the link between strategic planning and execution. Establishing a clear line between a company's operating objectives and individual employee's goals.

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Assumption About Performance Management

A assumption that underlies the performance which says that:

“ if individuals can satisfy their own needs by meeting their objectives and at the same time they contribute to the attainment of the organization objectives”

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features of Successful performance management process:

• Clear objectives for the organization and sound process for identifying, developing, measuring and reviewing them.

• An integration of individual objectives with the organization.

• Developing performance culture in which importance is given to the results rather then traditional conventions of behaviors within the organization.

Samiullah

An integration of individual objectives with the organization....it means that to link individual employee work efforts with the organization's mission and objectives. Every employee must understand how his/her job contributes to the organization's success.

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Features of Successful Performance Managt Process: Continue…..

• Establishing and maintain a communication network between the management and individual employees.

• Developing an open learning environment in which ideas and solution are put forward and these ideas and solution are discussed in non judgmental way.

• And in summarize words…Making the organization to be a results achievable.

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Performance Management Process:

Following are the some stages in this process: Stage No.1 Planning Performance. Stage No.2 Managing Performance. Stage No.3 Reviewing Performance. Stage No.4 Rewarding Performance.

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Stage No.1 Planning Performance

The first step in this stage is:• Clear reason for introducing performance

management.• Clear view about what it is expected to deliver

in term of results.• Clear and strong commitment from the top

the management.

Samiullah

(Explanation to a sentense in slide number.10)Clear and strong commitment from the top the management. this sentense means......as we know that jobs are created for a particular purpose and this purpose is determined by the organization management.

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Stage No.1 Planning PerformanceContinue…

The second step in planning performance is:• To set clear objectives for the organization.

The third step in this stage is:• List out the resources information, resources etc

that to be needed to meet the pre settled objectives of the organization.

• To insure that is these resources are sufficient to meet the organizational objectives.

Samiullah

Objectives (definition)An objective may be defined as a clear statement indicating how a particular output will be achieved in both quantitative and qualitative term.

Samiullah

Factors should be considered while setting objective:An objective should be (SMART):oSpecific to one identifiable output.oMeasurable (measurable means to judge when they have to achieve.oAchievableoResult oriented: to be relates to the end result which to be achieve.oTime related: the objective should be relates to a specific time period.

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Stage No.2 Managing Performance:

• Once the performance management objective has been setout then the next step is to ensure that those plans are acted on and the required results are produced, for which appraisals are conducted.

• Which support and create necessary and appropriate condition required to able the individuals of the organization to deliver the required results.

Samiullah

In summarize words we can say that (Stage No.2 Managing Performance:)It involves adopting a management style and approach that help to develop a performance culture.

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Stage No.3 Reviewing Performance

• The performance of the employees can be reviews by their appraisal.

• Performance appraisal (definition) “Evaluating an employee’s current and /or past

performance relative to his or her performance standards ”.

Samiullah

Effect of the performance appraisal interview:oDirect effect on the pay and promotion. oTraining and development.oPerformance issues are arise and discussed.oBad effect can be come like when the employee’s performance can’t criticize openly by manager.

Samiullah

Principle of conducting appraisal interview:oThe appraisal interview should not contain any surprises.oAppraise should be will aware of his or her level of performance.oThe process should be applied to everybody.oEmployees should encourage to review & opinion about own performance.oThe main focused on the target that have been set and the achievement against these targets.

Samiullah

Note:Strictly specking performance review is part of the process of managing performance, but for yours convenient it is exame here as seperate.

Samiullah

We may define performance appraisal as any procedure that involves(1)setting work standard(2)assessing the employee’s actual performance relative to those standard, and() providing feedback to the employee with the aim of motivating him or her to eliminate performance deficiency.

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Stage No.4 Rewarding Performance:

This involves giving some kind of return to employees for achieving their target. this kind of return maybe in the form of:

• Opportunity for training and development.• Promotion opportunity.• Financial reward like bonus.

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A single message from this over all discussion:

• Performance management is like process and not a one-off event.

• It is rally a way of managing and of ensuring that the organization achieves its objective.

• Manager doesn’t have a choice about whether or not do it.

• The key role of the manager is to ensure that the people of the organization perform as effectively as possible to help achieve the objective indentified.

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Thanks to all for giving concentration.

QUESTION & ANSWER SECESSION