UNIT-4 Performance Managenment

8/2/2019 UNIT-4 Performance Managenment

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PERFORMANCE MANAGEMENT

JOB EVALUATION

COMPENSATION AND REWARDSYSTEM

UNIT IV: Performance & Wage

Management

Tuesday, April 03, 2012

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Prof. Lata Singh


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Performance Management

Tuesday, April 03, 2012Prof. Lata Singh

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Opening case

Introduction


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Open Discussion


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PM- What do you know?

Why PM?

When PM?

What it requires? What it includes?

How it Works

Difference between PA & PM


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Opening Case: Step up learning school


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Educational organization, 600+ employees at fivebranches in Mumbai.

Mr. Oberoy is HR Manager,

Mr. Mukherjee is Asst. HR manager

Traditional method of performance appraisal i.e.confidential reports

Employees are unhappy with A-HR manager.

Had a fear of spoiling of career. Finally they approached to HR.

You as a HR- contribution?


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What it includes:


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1. Performance Benchmarking

2. Performance Indicators

3. Performance requirements

4. Performance planning5. Performance policy

6. Performance Agreement

7. Performance Improvement Plans8. Performance reward & Award mechanism

9. Performance appraisal system


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PMS is:


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Planning

Analysis

Development


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It includes: 7 steps


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Identifying key performance areas

Setting Goal for performance in KPA

Initiating self appraisal by appraise

Carrying out performance analysis Conducting joint review of performance, followed by

feedback & counseling

Identifying T&D needs Final rating by competent superior followed by

rewards & punishments


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Performance Appraisal Process:


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Objectives of Performance appraisal

Establish job expectations

Design an appraisal program

Appraise performance Performance review

Use Appraisal Data for appropriate purpose


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Various methods of PA:


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Rating scale

Checklist

Forced choice method

forced distribution method Critical incident method

Annual confidential reports

Essay method

New techniques- MBO Balance Score card

Competency mapping


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Examples: IOCL


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E-PMS

Setting KPA + Setting targets = Rewards

Productivity incentive scheme 2500/ ceiling

Individual rewards- no cash incentives


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Examples: Dr. reddys


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Defining kRA & setting goal for the year.

Mid term review

Appraising the performance

Quarterly review- with L+1 -L

-L+1 = Against each goal. Behaviour assessment &

feedback -L+2 = BA + comments + overall asses.

Self assesment-+ goal assessment


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Exceptional contributor

Significant contributor

Reasonable contributor

Partial contributor No contribution

- Final feedback


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Example: NTPC


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PACE


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Example: Phillips


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Problem

Children

stars

PlannedSeparation Solid Citizens


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Example: S.B.I.


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PA is optimization of human resources throughdevelopment of employees SW-OT analysis

Valid data for decision making

To develop an orga. Culture of mutuality, openness,Trust & collaboration.

- Jan. to Dec


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How it works?


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Beginning of the year KPA two copies of settlement for m During the year, process of performance, under settled objectives

will be informally discussed.

In the month of Jan. appraisee will appraise his performance inthe formats

Actual performance against each settled objective + outsideKPAs + factors facilitated & hindered the employeesperformance to the appraiser (end of Jan.)

review discussion- reporting officer- comments record the

developmental & training needs Brief summary recorded & signed by both

Reviewing officer recommend to the authorities

Records are all with appraisee to keep it for at least 3 years


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Conclusions about PA in India


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Follow trait based confidential reports rather thantask based

Dis-satisfaction with the formats of PA- (managers)

Areas of dissatisfaction are as follows:

High subjectivity in appraisal

-Lack of correlation with job related factors

-Dont have an opportunity to project his performance

-Instrument of controlling & monitoring the behaviors Do not have open system

Some experiments are going on

UNIT-4 Performance Managenment

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