PERFORMANCE MANAGEMENT

• PERFORMANCE MANAGEMENT
  HUMAN RESOURCE DEVELOPMENT
  
  
• PERFORMANCE MANAGEMENT

1. THE MAIN OBJECTIVE OF HUMAN RESOURCE MANAGEMENT IS TO UTILIZE THE HUMAN RESOURCES IN A MOST OPTIMAL MANNER
2. FOR THIS PURPOSE MANAGING THE PERFORMANCE OF THE EMPLOYEE IS VERY IMPORTANT
3. PERFORMANCE MANAGEMENT TAKES CARE OF THIS FUNCTION
4. PERFORMANCE MANAGEMENT MAINTAINS,DEVELOPS AND MOTIVATES THE PEOPLE AT WORK TO GIVE BETTER RESULTS
5. ARMSTRONG AND BARON,” DEFINED IT AS,” A STRATEGIC AND INTEGRATED APPROACH TO INCREASING THE EFFECTIVENESS OF ORGANIZATIONS BY IMPROVING THE PERFORMANCE OF THE PEOPLE WHO WORK IN THEM BY DEVELOPING THE CAPABILITIES OF TEAMS AND INDIVIDUAL CONTRIBUTORS

6. PERFORMANCE MANAGEMENT IS THE PROCESS OF CREATING A WORK ENVIRONMENT OR  SETTING IN WHICH PEOPLE ARE ENABLED TO PERFROM THE BEST OF THEIR ABILITIES. PERFORMANCE MANAGEMENT IS A WHOLE WORK SYSTEM THAT BEGINS WHEN A JOB IS DEFINED AS NEEDED.IT ENDS WHEN AN EMPLOYEES LEAVE THE ORGANIZATION
7. TVS RAO,” PERFORMANCE MANAGEMENT SYSTEM IS THE HEART OF ANY,” PEOPLE MANAGEMENT” PROCESS IN ORGANIZATION.ORGANIZATION EXIST TO PERFORM. IF PEOPLE DO NOT PERFORM ORGANIZATIONS DO NOT SURVIVE. IF PEOPLE PERFORM AT THEIR PEAK LEVEL ORGANIZATION CAN COMPETE AND CREATE WAVES

• ELEMENTS OF THE PERFROMANCE MANAGEMENT

1. DEVELOP  CLEAR JOB DESCRIPTIONS
2. SELECT APPROPRIATE PEOPLE WITH APPROPRIATE SELECTION PROCESS
3. NEGOTIATE REQUIREMENTS AND ACCOMPLISHMENT BASED PERFORMANCE STANDARD
4. PROVIDE EFFECTIVE ORIENTATION,EDUCATION AND TRAINING
5. PROVIDE ON GOING COACHING AND FEEDBACK
6. CONDUCT EFFECTIVE COMPENSATION AND RECOGNITION SYSTEM THAT REWARD PEOPLE
7. PROVIDE PROMOTION/CAREER DEVELOPMENT
8. ASSIST EXIT INTERVIEW TO UNDERSTAND THE REASON OF LEAVING THE ORGANIZATION.

• ACCORDING TO TVS RAO THE PERFORMANCE MANAGEMENT SYSTEM COVER THE FOLLOWING:-

1. IDENTIFYING THE PARAMETERS OF PERFORMANCE AND STATING THEM VERY CLEAR
2. SETTING PERFORMANCE STANDARDS
3. PLANNING IN PARTICIPATIVE WAYS
4. IDENTIFYING THE COMPETENCIES DEVELOPMENT ACTIVITIES
5. CREATING OWNERSHIP
6. RECOGNIZING AND PROMOTING PERFORMANCE CULTURE

• FEATURES  OF PERFORMANCE MANAGEMENT

1. CONTINUOUS PROCESS:-
2. INVOLVES COMMUNICATION FROM TOP TO BOTTOM AND FEEDBACK FROM BOTTOM TO TOP
3. TAKES PLACE ROUND THE YEAR
4. NEVER ENDING PROCESS
5. CONTINUOUS COMMUNICATION BETWEEN SUPERVISOR AND EMPLOYEES
6. USE OF RANKING AN RATING:-RANKING AND RATIN ARE USED FOR COMMUNICATION,COACHING,PERFORMANCE STANDARD
7. FOCUS ON BEHAVIOR:-WHILE PERFORMING THE TASKS ,THE EMPLOYEES EXPRESS THEIR ACTIONS AND REACTIONS. CALLED THE BEAHVIOR OF THE PEOPLE AT WORK. MANAGEMENT MUST SPECIAL FOCUS ON THEM
8. COOPERATIVE APPROACH:-INVOLVES A COOPERATIVE APPROACH BETWEEN MANAGERS,SUPERVISORS
9. TRAINING FOR ALL CONCERNED:-TRAINING PROVIDES KNOWLEDGE,SKILLS AND CONTRIBUTES IN THE DEVELOPMENT OF OVER ALL COMPETENCY OF THE PERSON.
10. SCOPE FOR PERFORMANCE IMPROVEMENT:-EFFORTS HAVE BEEN PUT TO FIND OUT THE STRENGTH AND WEAKNESS OF ALL CONCERNED SO THAT THE ACTION AND DEVELOPMENT PLANS CAN BE PREPARED.

• FUNCTIONS OF PERFORMANCE MANAGEMENT

1. CREATE HEALTHY WORK ENVIRONMENT:-OBJECTIVE IS TO CREATE ENVIRONMENT OF OPENESS,TRUST,MUTUAL UNDERSTANDING,TEAM SPIRIT AND COOPERATION. IN THIS ENVIRONMENT ONLY THE MANPOWER CAN UTILIZE MORE EFFECTIVELY TO CONTRIBUTE TO ORGANIZATIONAL GOALS.
2. DEVELOP PERFORMANCE PLANS:- PLANNING OF JOB DESCRIPTION,JOB SPECIFICATION AND FIXATION OF PERFORMANCE STANDARD
3. DECISION REGARDING PERFORMANCE STANDARD:-AS A FUNCTION OF HUMAN RESOURCE MANAGEMENT.SET WITH THE CONSULTATION OF THE TOP MANAGEMENT
4. PLANS FOR DEVELOPMENT OF THE EMPLOYEES: DEVELOPMENT FOR THE BOTH OF THE EMPLOYEES AND THE ORGANIZATION. ORIENTATION OF THE PEOPLE,PROVIDES EDUCATION AND FIND OUT THE NEED FOR TRAINING
5. FUNCTIONS OF PERFORMANCE MANAGEMENT
6. MEASUREMENT OF PERFORMANCE:-FOR MEASURING THE PERFORMANCE MANAGEMENT DIFFERENT CRITERIA HAVE BEEN SET LIK OUTPUT PER HOUR/ SHIFT.QUALITY OF WORK,BEHAVIOR AND DISCIPLINE
7. CONDUCTS PERFORMANCE FEEDBACK: FIND OUT THE REASON FOR LOW PERFORMANCE AND SUGGESTIONS OF WAYS FOR IMPROVING THE PERFORMANCE
8. DESIGN COMPENSATION,RECOGNITION AND REWARD SYSTEM: THROUGH PERFORMANCE APPRAISAL SYSTEM THE SLOW AND FAST WORKING PERSONS ARE IDENTIFIED. MANAGEMENT DESIGN THE COMPENSATION,RECOGNITION AND REWARD APPROACH
9. FUNCTIONS OF PERFORMANCE MANAGEMENT
10. CONTRIBUTING IN DEVELOPING GOODWILL:-

• BY PERFORMING THE FUNCTION LIKE CREATING :

1. GOOD WORKING CONDITIONS
2. PLANNING FOR PERFORMANCE
3. PROVIDING PERFORMANCE FEEDBACK
4. DESIGNING SUITABLE COMPENSATION
5. RECOGNITION AND REWARD SYSTEM

• MAIN CONCERN OF PERFORMANCE MANAGEMENT

1. CONCERN WITH PRODUCTIVITY
2. CONCERN WITH PLANNING OF PERFORMANCE
3. CONCERN WITH PERFORMANCE MEASUREMENT AND REVIEW
4. INTEREST IN CONTINUOUS IMPROVEMENT
5. CONCERN WITH CONTINUOUS DEVELOPMENT

• DIFFERENCE  BETWEEN PERFORMANCE APPRISAL AND PERFORMANCE MANAGEMENT
• PERFORMANCE APPRAISAL

1. TOP DOWN ASSESSMENT
2. ANNUAL APPRAISAL MEETING
3. IT IS PART OF PERFORMANCE
4. USE OF RANKING AND RATING
5. MONOLITHIC SYSTEM
6. FOCUS ON QUANTIFIED OBJECTIVES
7. LOOK BACK WHAT HAS GONE WRONG IN PERFORMANCE
8. OFTEN LINKED TO PAY
9. BUREAUCRATIC PAPERWORK
10. CARRIED OUT BY IMMEDIATE SUPERVISOR

• PERFORMANCE MANAGEMENT

1.     JOINT PROCESS THROUGH DIALOGUE

2.     CONTINUOUS REVIEW WITH ONE OR MORE FORMAL REVIEW

3.     WIDER CONCEPT

4.     RATING LESS COMMON

5.     FLEXIBLE PROCESS

6.     FOCUS ON VALUE,BEHAVIOR AS WELL AS OBJECTIVES

7.     LESS LIKELY TO BE DIRECT LINK WITH PAY

8.     DOCUMENTATION KEPT TO MINIMUM

9.     LINE MANAGERS ARE INVOLVED AND IN DISCUSSION WITH EXPERTS AND CONSULTANT

• PRINCIPLES OF PERFORMANCE MANAGEMENT

1. CONTINUOUS COACHING ,FEEDBACK AND COMMUNICATION
2. EFFECTIVE COMMUNICATION
3. DISCUSSION AND EVALUATION
4. PERFORMANCE STANDARD
5. EMPLOYEE INVOLVEMENT AND DEVELOPMENT
6. FAIR PERFORMANCE EVALUATION
7. PROPER DOCUMENTATION
8. PERFORMANCE EVALUATION FOR EVERY ONE
9. TRAINING FOR MANAGERS ,SUPERVISORS AND EMPLOYEES
10. CONSISTENT PERFORMANCE MANAGEMENT 
11. LINK FOR PROCESS OF PERFORMANCE MANAGEMENT

https://www.gargshashi.com/2020/09/MEANING-AND-PROCESS-PERFORMANCE%20APPRAISAL.html