2 Performance.. PERFORMANCE IS KEY TO A COMPANYS SUCCESS. IN A COMPETITIVE ENVIRONMENT,...
-
Upload
reginald-ball -
Category
Documents
-
view
220 -
download
0
description
Transcript of 2 Performance.. PERFORMANCE IS KEY TO A COMPANYS SUCCESS. IN A COMPETITIVE ENVIRONMENT,...
2
Performance……..PERFORMANCE IS KEY TO A COMPANY’S SUCCESS. IN A COMPETITIVEENVIRONMENT, ORGANISATIONSTHAT PERFORM, HAVE A COMPETITIVEADVANTAGE.
DEVELOPING A PERFORMANCE CULTURE IS THE KEY TO BECOMING SUCCESSFUL & EFFECTIVE.
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
3
Globalisation Princess Diana’s
death a british princess with her egyptian boyfriend travelling in a german car driven by a spanish chauffer chased by italian paparazzi riding japanese motorcycles crashes in a french tunnel treated by a portuguese doctor with brazilian medicines.
I received this information on my finnish branded cellphone manufactured in taiwan, smuggled by a pakistani through nepal.
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
4
Impact on HR
Competition for scarce skills Specialists Managers Those who can foresee future / handle
risks Salaries rise Competition erodes ability to pay all Ability to upscale / downscale costs
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
5
Impact on HR
Can organisations afford to remain with “comfortable” ways of the past?
Criticality of Performance Leadership, Strategic thinking
Greater need to differentiate Performance Potential
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
6
PMS
Strategic Plans
Training
PLR & Comp Review
Promotion
Some exits occur
Career Planning
Performance Planning
Workshop
Development
Job Rotation, Enlargement
Potential Assessment
Budget
* Economic, Business, Political, Social, Legal, International agreements, etc.
Performance Management Process
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
7
PMS
Strategic Plans
Training
PLR & Comp Review
Promotion
Some exits occur
Career Planning
Performance Planning
Workshop
RecruitmentManpower Plan
Induction
Engagement
Development
Job Rotation, Enlargement
Company Performance
Organisation structure/plan
Employee Performance
Potential Assessment
Role & Value of a Position
Feedback of Company performance on Company’s plans
Budget
* Economic, Business, Political, Social, Legal, International agreements, etc.
The Complete HR Process
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
9
Differentiation is essentialDifferentiation is essential
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
10
IF YOU DO NOT DIFFERENTIATE, THE BEST WILL LEAVE, IF YOU DO THE WORST MAY LEAVE
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
11
Relative Rating
Differentiation is always possibleDifferentiation is always possible
5 May 2023HEC BUILDS MACHINES THAT BUILD
THE NATION
12
PhilosophyPhilosophy
Differentiation is a driver for Performance
Relative Rating is the adopted method to achieve differentiation
Rewards directly related to Rating
Development needs are of equal importance
Two way Feedback will enhance Performance & Development
Do We Value MeritocracyDo We Value Meritocracy
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
13
Distribution PercentageDistribution Percentage11 22 33 44 55 66 77 88
E1 to E3E1 to E3 5%5% 10%10% 10%10% 20%20% 25%25% 15%15% 10%10% 5%5%E4 to E5E4 to E5 NANA 10%10% 15%15% 20%20% 25%25% 20%20% 15%15% 5%5%
E6E6 NANA NANA 10%10% 20%20% 25%25% 20%20% 15%15% 10%10%
E7E7 NANA NANA NANA 10%10% 15%15% 25%25% 30 %30 % 20%20%
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
The Look of the Bell Curve
5 May 2023 14HEC BUILDS MACHINES THAT BUILD THE NATION
15
ISSUES
Why do we need to Hav Alignment of individual objectives
with company objectives Setting of timely objectives Mid term review to be made
effective with focus on development Feedback process to be strengthened
and improved
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
16
ISSUE- Expectation Management
Balance Subordinate expectations Communicate early and often Be Transparent
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
17
PMS Objectives
Managing expectations of both Superiors and Subordinates
Tracking promises (objectives set) made at the beginning of the year
Facilitating meaningful dialogue between Superior and Subordinate
Establishing clear linkage between Rewards & Performance ratings
Identifying Developmental needs of Appraisee
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
18
Appraisal FEARS ……..
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
19
Appraisee’s fears: Will I be fairly judged? Will my Self Esteem be
affected? Can I afford to be open?
Appraiser’s fears: If I am honest, will I hurt the If I am honest, will I hurt the
employee?employee? How do I manage expectations?How do I manage expectations? Personal InsecurityPersonal Insecurity
Appraisal FEARS ……..
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
COGS IN THE WHEEL
5 May 2023 20HEC BUILDS MACHINES THAT BUILD THE NATION
21
Proposed SystemProposed System
Performance Planning
Mid Year Review
Moderation by Macro View Group
Appraisal Process
Two-way Feedback to Subordinate
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
22
Understanding Objective Setting
Improve communication between IS and subordinateHave two way dialogue
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
Performance Planning Workshop following the finalization of
Company Annual Budget
IS and appraisee decide on appraisee’s objectives
PODP form to be jointly filled up during Objective Setting Exercise.
Performance PlanningObjective Setting and PODP
Objectives should be specific and
measurable. Min.3 and Max. 5 objectives
Should be in line with the objectives derived at PPW
Cascading Business Objectives using appropriate methodology
24
Mid Year Review
IS conducts a Development discussion meeting on tasks, resources & way forward.
Feedback taken from appraisee
Focus on Development of Employee
Now its your turn to give me feedback…….
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
25
Role Clarity
Recognition
Resources
Learning & Growth Opportunities
Departmental Support / Team work
Other Facilitating / Hindering Factors
Job content
Actively seek feedback from Employee
5 May 2023HEC BUILDS MACHINES THAT BUILD
THE NATION
26Making the employee comfortable
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
27
Appraisal ProcessAppraisal Process
Appraisee records achievements and sends to IS
IS appraises performance and gives a relative rating on a scale
of 1-8Based on volume of
work , quality of output, speed & internal
customer orientation
IS routes form with score and comments to NS
Comments may cover other significant
achievements & context &
situation in which results were
achieved 5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
28
Appraisal ProcessAppraisal Process
NS adds comments & routes Form to DH
DH arrives at normalized rating and gives his comments
Form is sent to respective HR
NS should also remark
on comments of IS
DH discusses with IS in
case difference in rating is 2 or more
Form is collated by HR and sent to MVG
For revised objectives, both the
forms to be sent to MVG
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
29
Appraisal ProcessAppraisal Process
MVG reviews and moderates rating in line with distributed
percentages along with comments
Form is sent to HR
HR routes Form back to IS through reporting route
MVG discusses with DH if difference in rating is 2 or more,
DH conveys to IS5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
30 3030
Provide feedback on Annual Review
Performance review incl. achievement of targets / change of objectives YNeeds for training, job rotation & development YStretch element in objectives YCritical incidents yFacilitating / Hindering factors yStrengths & weaknesses incl. competencies yLeadership competencies & Team behaviours yCareer path/growth yBeing open for feedback from the employee yImmediate Superior Rating NoMVG Rating Category Y
Aspects of Feedback to Employee
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
31
E4 to E5
E6 / E7
Func Dir
Employee
MVG Members
Head of MVG
Composition of MVG
Members shall be within 2-3 reporting levels of the employees appraised.Objectives: Push decision-making down.
Line of sight.
E1 to E3
Sr Mgrs(E5)
Deptt Head(E6)
Employee
MVG Members
Head of MVG
E6 to E7
Func Dirs
CMD
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
32
Constitution of MVGConstitution of MVG
- Constitution of MVG - MVG should have at least 30 employees in a band for moderation purpose - Smaller departments to be clubbed to form one MVG
In Apri
l
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
33
Feedback
IS receives Form and discusses MVG rating & category with NS/DH
IS gives feedback to employee & communicates
“Performance Category”
Rating Performance Category8 Outstanding Performer
7 , 6 Top Performer5 , 4 , 3 Vital Contributor
2 , 1 Below Average
IS explains the rationale of rating & how to improve ratings for the
next year
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
34
So, what are the issues in
the PMS
Process Related Measures Performance Planning Workshops Mid Year Review Relative rating(1-8) by Immediate Superior MVG composition MVG rating category communication People Development
Policy Related Measures Coverage Percentage Distribution
Measures for improving System Adherence Issue of Reward Letters Report to Functional DirectorsSystem Monitoring Training
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
35
Multiple Reporting
Appraisee reports functionally &
administratively to different people
Appraisee is a member of a Task Force / Project, while being based in a
Department
Responsibility of Performance Review will be of the superior involved in Objective Setting
Responsibility of Performance Review will be of superior who sets the Objective
Both Superiors are involved in the entire PA exercise
Both Functional and Taskforce / Project Head are
involved in PA exercise
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
36
New Employees and Transferees
New employee will be covered if they have completed 90 or more days of service before 31st March
Transferees will go through the PA exercises in Departments where they have worked for more than 90 days.
Present DH will decide the final ratings after taking inputs from previous IS/NS and taking the PA form received from the previous and the new department in to consideration
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
37 37375 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION
38
In a class of eighth std students, a teacher asked , “What’s the difference between ‘satya’ (truth) and ‘bhram’ (illusion)?”
After a longish pause, when no one answered, a backbencher, who had never ever answered any question in class had this tosay:-
What you told us is “satya”, but that you think that everythingthat you said has been understood by us is “bhram”.
5 May 2023HEC BUILDS MACHINES THAT BUILD THE NATION