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

No description
by

on 15 April 2014

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of Performance Management

Performance Management
Objectives
Identification of KPI
Performance Management v. Appraisal
Creating "Right" environment
Ongoing Performance oriented discussions
Developing, mentoring, goal setting
Review rating criteria & perils
Key Performance Indicators
KPI help an organization define and measure progress toward organizational goals
KPI serve to reduce the complex nature of organizational performance to a small number of key indicators to make performance more understandable
Understanding KPI
Setting Departmental Objectives
Establishing Metrics
Communication Theory
Performance Management & Appraisal
Performance Management
Number of KPI
Keep the number SMALL - if everything is important, nothing is important

Easier to keep everyone's attention focused on achieving the same KPI
Organizational Success
KPI must be key to organizational success
Just because its measurable, does not make it "key"
in selecting KPI, it is critical to limit to factors essential to the organization meeting its goals
Choosing the right KPIs relies upon a good understanding of what is important to the organization. 'What is important' often depends on the department measuring the performance - e.g. the KPIs useful to finance will be quite different from the KPIs assigned to sales.
Performance Management
KPI give everyone in the organization and in a particular role a clear picture of what is important and what they need to make happen

"We aim to attract, retain, empower, and motivate our employees and collectively create an environment where our core values — Teamwork, Excellence, Accountability, and Fun — come to life."
KPI are performance management tools
A KPI can have a target, which is an exact value that the KPI should achieve. It can also have ranges against which to track the KPI. Ranges can be either a percentage of the target value or an actual value. For each range, you specify the start value and the end value.


If your KPI is "Number of potenial deals in the pipeline" and your target is "30," you might decide not to set an exact target. Instead, you might set several ranges as follows:


Sales: 30 Opportunities in pipeline
>30 - Exceeds Expectations
25-30 - Meets Expectations
20-25 - Needs Improvement
<20 - Unacceptable
So...what is Performance Management
Planning work
Developing capacity
Monitoring performance
Evaluation
Competency Development
Evaluating employee development needs that will strengthen job-related skills

Prioritizing and developing a plan of action to achieve the KPI targets

Develop tools to faciliate the employees plan to achieve their personal development goals
Continuous Monitoring
Means a gap analysis
ongoing reviews where employees performance is quantitatively measured against set standards
Performance rating is done through the quantitative data before the time of the actual appraisal
For low performance, an immediate plan of action is taken (PIP)
Performance Appraisal
Measuring performance against the standards in the employee's performance plan
Assigning a rating to the employee based on work performed during the entire appraisal period.
Communication Theory
Sender
Recipient
intended message
received message
Environmental "noise"
Environmental "Noise"
Don't exhibit defensiveness - if criticism is justified, accept it.
Respect confidentiality
No "screens"
Dissent is a matter of record - be professional!

Rating Standards
Exceeds Expectations
Meets Expectations
Needs Improvement
Unsatisfactory
Exceeds Expectations
Consistently exceeds performance standards
Continuously contributes to organizational success by adding value
Demonstrates comprehensive understanding of work; takes action to identify needs and solve problems
Meets Expectations
Meets performance standards
Competently performs all aspects of job functions and meets goals
Capable of adjusting to changing workplace needs and work requirements
Needs Improvement
Generally meets expectations
Competently performs aspects of job function or goal
May require performance improvement to concentrate on weakness
may require additional resources or training to move rating
Unsatisfactory or Unacceptable
Fails to perform most aspects of position
Performance levels are below expectation
Requires close guidance in performing routine duties
Requires PIP
Rating Perils
Halo/Horns
Central Tendency
Leniency
Recency
Similarity/Like Me
Constancy
Full transcript