Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

Make your likes visible on Facebook?

Connect your Facebook account to Prezi and let your likes appear on your timeline.
You can change this under Settings & Account at any time.

No, thanks

Performance Management System

No description
by

Jouissance-Nicole Cayas

on 17 August 2013

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Performance Management System

Performance Management Systems

Fab 5
Jouissance-Nicole Cayas
Alyssa Cunanan
Vanessa Gosula
Leatha Medina
Ashley Rose
Executive Summary
Performance management systems vary with every company.

Under the best situations, performance management systems can maximize productivity and morale within the company.

Go into detail of what the ideal performance management system could look like.
The Problem
Organization's performance management system hinders and demotivates employees
Evaluations only occurs once a year, if any at all.
Unclear goals
No on-going dialogue
The Catalyst
The Results
Opportunities may include cultural shift, reinforcing values, trust building, open communication, "tribal" mentality, & direct lines of contributions to the over all goal
Taking on such changes as an organization is not only by the evaluation system. Incorporating day-to-day changes in management is necessary
These changes can positively affect the company morale and productivity if handled in the right way.
Trust is key in making such changes to the organization which may be difficult if the trust has been eradicated by past experience

Framework
Set goals, objectives, for the individual and the company as a whole.
Set a timeline in which goals must be met
Teach management team on coaching skills
Create opportunities for open dialogue on an ongoing basis for feedback
Modify goals as needed
Allow for learning opportunities
Company Philosophy
Vision & Values
Planning
Execution
Learning Moments

Review
Full transcript