ACC148 Performance Management System
SAS 1 Introduction to Performance Management
PERFORMANCE MANAGEMENT
BENEFITS OF PERFORMANCE MANAGEMENT
1. Motivation to perform is increased
2. Self-esteem is increased.
3. Managers gain insight about subordinates
4. Self-insight and development are enhanced
5. Administrative actions are fairer and more accurate
7. Employees become more competent
8. Employee misconduct is minimized
9. Better and timely differentiation between poor and good performers
10. Organizational goals are being met
SAS 2 Purposes and Characteristics of and Ideal PMS
PURPOSES OF PERFORMANCE MANAGEMENT SYSTEMS
1.
2.
3.
4.
5.
6.
strategic,
administrative,
informational,
developmental,
organizational maintenance, and
documentational
CHARACTERISTICS OF AN IDEAL PMS
1. Strategic congruence
2. Context congruence
3. Thoroughness
4. Practicality
5. Meaningful
6. Specificity
7. Identification of effective and ineffective performance
8. Reliability
9. Acceptability and fairness
10. Openness
11. Standardization
12. Ethical
ACC148 Performance Management System
SAS 3 Disadvantages of Poorly Implemented PMS
DANGERS OF POORLY IMPLEMENTED PMS
1. Increased turnover
2. Use of misleading information
3. Lowered self-esteem
4. Waste of time and money
5. Damaged relationships
6. Decreased motivation to perform
7. Employee burnout and job dissatisfaction
8. Unjustified demands on managers’ and employees’ resources
9. Emerging biases
10. Unclear ratings system
SAS 4 & 5 Performance Management Process P.1 & P.2
PERFORMANCE MANAGEMENT PROCESS
1. Prerequisites –
1.1 Organization and Strategic goals
1.2 Job analysis
And Job description
2. Performance Planning 2.1 Results
and key accountabilities
2.2 Behaviors
3. Performance Execution/Evaluation - Employee’s responsibilities, Manager's responsibilities
3.1. commitment to goal achievement
3.2. colleting and sharing performance data
3.3. preparing for performance review
4. Performance Assessment
5. Performance Review – Past, Present, Future
ACC148 Performance Management System
SAS 6 Developing Employee Performance
Development plans are plans that follow-up on the assessment of an employee. It aims to improve the
employee on areas that he or she is found to be lacking. These plans can also be used to help employees
upgrade themselves in response to the changes in their respective field of work
Objectives of a development plan
1. Improve performance in current job
2. Sustain performance in current job
3. Prepare employees for advancement
4. Enrich the employee’s work experience
Content of a development plan
1. Professional development needs
2. Resources/Support needed
3. Time frame
Developmental Activities
1. On-the-job training – an employee can learn by pairing him or her with a co-worker who can
teach the job, and guide the employee in doing it at the same time.
2. Courses – employee can increase their competencies by going through courses in schools.
3. Mentoring – a one-on-one interaction between and senior and junior employee.
4. Attending conferences – sponsoring the employee so they could attend conferences.
5. Getting a degree – although it is not practical, many high-level employees are often directed
by organizations to take a degree so they could advance in their careers, such as Master’s Degree
6. Job rotation – getting assigned to different jobs temporarily.
7. Temporary assignments –are quite specific, thus helping acquire specific skills too.
ACC148 Performance Management System
SAS 7 Leadership skills – Coaching
COACHING
PRINCIPLES OF COACHING
1. Good coaching relationship
2. Employee is the source and director of change
3. Employee is whole and unique
4. Facilitate employee growth
SAS 8 Leadership skills – Giving Feedback
POSITIVE FEEDBACK
1. Positive feedback should be sincere or genuine, and only given when it is deserved
2. Positive feedback should be about specific behaviors or results.
3. Take your time in providing positive feedback, and act pleased
4. Don’t give positive feedback by referring to the absence of negative
NEGATIVE FEEDBACK / constructive feedback- Any information that tells about where the employee lacked
in his performance
WEAKNESS-BASED APPROACH:
1. Identify employee weaknesses
2. Give feedback
3. Asking for improvement
STRENGTHS-BASED APPROACH
1. Identify employee strengths in terms of their exceptional job performance.
2. Asking employees to improve their behaviors or results by making use of their strengths.