CONCEPTUALIZING PERFORMANCE:WRAPPING UP

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PERFORMANCE MANAGEMENT

VSPERFORMANCE

APPRAISAL

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PERFORMANCE MANAGEMENTPERFORMANCE MANAGEMENT

(Bohlander & Snell, 2007)The process of creating a work

environment in which people can perform to the best of their abilities.

(Noe, et al, 2008)The process through which managers

ensure that employees’ activities and outputs are congruent with the organization's goals.

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PERFORMANCE PERFORMANCE MANAGEMENTMANAGEMENT

(Ivancevich, 2007)The process by which executives,

managers, and supervisors work to align employee performance with the firm’s goals .

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Performance management arose out of the Performance management arose out of the need to link the requirements of business need to link the requirements of business

strategy to all employees.strategy to all employees.

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An Organizational Model of An Organizational Model of Performance ManagementPerformance Management

IndividualBehaviors

SituationalConstraintsCulture andeconomicconditions

IndividualAttributes(skills, abilities)

OrganizationalStrategyLong and shortterm goals and values

ObjectiveResults

PERORMANCE APPRAISALPERORMANCE APPRAISAL

(Bohlander & Snell, 2007)A process, typically performed annually

by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success.

(Noe, et al, 2008)the process through which an

organization gets information on how well an employee is doing his or her job.

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PERORMANCE APPRAISALPERORMANCE APPRAISAL(Ivancevich, 2007)Activity used to determine the extent

to which an employee performs work effectively.

Also known as performance evaluation, personnel rating, merit rating, employee appraisal etc.

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PERFORMANCE APPRAISALPERFORMANCE APPRAISAL

Appraisal is a process that provides an analysis

of a person’s overall capabilities and potential,

allowing informed decisions to be made for

particular purposes.

An important part of the process is

assessment, whereby data on an individual’s past

and current work behaviour and performance are

collected and reviewed.

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APPRAISAL & PERFORMANCE APPRAISAL & PERFORMANCE MANAGEMENTMANAGEMENT

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Development

Communication

Motivation

Legal Compliance

Planning

HRM Research

Rationalization and justification for appraisal

Improving motivation and morale

Clarifying expectations and reducing ambiguity about performance

Determining rewards

Identifying training and development opportunities

Improving communication

Selecting people for promotion

Managing careers

Counseling

Discipline

Planning remedial actions

Setting goals and targets

Appraisal & Performance Management

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APPRAISAL & PERFORMANCE MANAGEMENT

Strategic

DevelopmentalAdministrative

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CONCLUSION???

PM AND PA: ConclusionPM AND PA: ConclusionPM is a goal-oriented process directed towards

ensuring that organizational processes are in place to maximize productivity of employees, team and ultimately the organization.

PM is a dynamic, ongoing and continuous process.

All parts of the organization should be integrated and synchronized to achieve organizational effectiveness.

Every HR functions contributes PM particularlyPA and training.

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PM AND PA: ConclusionPM AND PA: ConclusionPA is a formal system of review and

evaluation of individual or team task performance.

PA is critical to the success of PM.Effective PA system evaluates

accomplishments and initiates plan for development, goals and objectives.

PA is not an end in itself , but rather the means to impact performance.

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