1. HUMAN RESOURCES
PERFORMANCE MANAGEMENT
MBA Expertise Project Presentation
KORAY KIRDİNLİ

2. INDEX
1. Performance Management
2. Performance Appraisal
3. Performance Management In Kuveyt
Turk

3. 1. PERFORMANCE MANAGEMENT
Human Performance : in an organisation is the set of task which is
assigned to the employees and how the employees can achieve these
tasks properly.
Performance Management : is the process of creating a work environment
or setting in which people are enabled to perform to the best of their
abilities.
Performance Management system includes :
• Develop clear job descriptions.
• Select appropriate people with an appropriate selection process.
• Negotiate requirements and accomplishment-based performance
standards, outcomes, and measures.
• Provide effective orientation, education, and training.
• Provide on-going coaching and feedback.
• Conduct quarterly performance development discussions.
• Design effective compensation and recognition systems that reward
people for their contributions.
• Provide promotional/career development opportunities for staff.
• Assist with exit interviews to understand why valued employees leave
the organization.

4. Perfomance Management Components
1- Performance Standards : Establishment of organizational or system
performance standards, targets and goals and relevant indicators to
improve public health practice.
2- Performance Measures :Application and use of performance indicators
and measures.
3- Reporting of Progress : Documentation and reporting of progress in
meeting standards and targets and sharing of such information through
feedback
4- Quality Improvement : Establishment of a program or process to
manage change and achieve quality improvement in public health policies,
programs or infrastructure based on performance standards, measurements
and reports.

5. 2. PERFORMANCE APPRAISAL
Performance appraisal is very important to achieve the organisation’s
goals because employee performance directly affects the organisation’s
performance in a bad or good way. Moreover, in fair and well-designed
performance appraisal system help employees to motivate and work better
for the company. It also helps to increase the personal improvement of the
employees.
Identification; means determining what areas of work the manager should
be examining when measuring performance.
Measurement; is the center part of the appraisal system, entails making
managerial judgements of how good or bad employee performance was.
Management ; is the overriding goal of any appraisal system. Appraisal
should be more than a past-oriented activity that criticizes or praises
workers for their performance in the preceding year.

6. THE PURPOSE OF PERFORMANCE
APPRAISAL
The purpose of the performance appraisal should not be to arrange
employees best to worst. The main purpose should be to understand the
what company expect from employees exactly. With a clear understanding,
it should provide to accomplish the objectives by all the employees and
incrase the employee motivation.
Generally, performance appraisal gives supervisors clues to decide
promotions, bonuses, salary increases etc. By the help of performance
appraisal system, employee motivation increases.
Specifically, the process is intended to provide a systematic framework for
documenting performance by serving to:

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Assess work performance and service to patrons
Establish levels of performance for any merit pay that may be available
Clarify expectations
Establish and evaluate goals and integrate them with the mission of the
library
 Encourage individual initiative and creativity
 Assist in continuing professional development and
 Foster communication

7. RATERS & RATEES
In companies, if there is a performance management system, supervisers
or managers evaluate the employee performances. We call supervisors or
managers raters, because they score the employee performance by using
some tecniques. They give employees some targets to reach and at the end
of the performance period, they observe if the employee can reach the
target. The employees who are rated by the rater called ratee.
Common Rater Errors
Leniency Error
Severity Error
Central Tendency Error
A rater consistently rates employees at the high end of the
scale.
A rater consistently rates all employees at the low end of the
scale.
A rater consistently rates employees at the scale midpoint.
A rater's evaluation of an employee on one performance
Halo Error
dimension creates an overall positive or negative
İmpression that drives ratings on other dimensions.
Recency Error
A rater's evaluation is heavily influenced by the
employee's most recent performance.
A rater's evaluation of an average employee is boosted
Contrast Error
after rating a poor employee or lowered after rating an
excellent employee.
Similar-to-me Error
A rater's evaluation of an employee is inflated because

8. 3. THE PERFORMANCE MANAGEMENT
IN KUVEYTTURK
Kuveyt Turk HR department has a strategic role in bank. Human Resources
execute original Human Resources Programs which prioritize Employee
Satisfaction, have an approach to 2014 vision, contribute to the production
of effective results in the strategic decisions of the bank, are in coordination
with the branches and units in line with the objectives of bank’s institution
and ground on communication and sharing.
On the basis of a wage policy according to not individual but performance,
wage management system motivates employees and aims at enabling
employees to perform above their goals, identify the employees at different
performance levels and ensure a performance based wage calculation. The
structure of wage calculation is considered as “Total Wage Package”
comprising of Salary, Cash Allowances, Performance Premium and
other supplementary payments.
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


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

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Performance Premium,
Institution-contributed Individual Pension Payment (AİLEM),
Private Health Insurance which covers spouse and children,
Foreign language benefit,
Social benefits in case of marriage, birth, death, etc.
Service or transportation benefit,
Clothing benefit,
Opportunity to do a master’s degree at contracted universities with
discounts special for Kuveyt Turk employees
 Opportunity to go abroad for education

9. PERFORMANCE DEVELOPMENT
PROCESS
There are three main part of performance development process in Kuveyt
Turk:
I.
II.
III.
Planning Period
Continuous Monitoring and Feedback
Development Review

10. I. PLANNING
In planning period, performance plan is generated for all employees.
Supervisors and employees generate a performance plan for the new
period in a coordination. They determine the personal objectives and
competencies.
Development plan defines competencies and developments about the
current position or new position. Supervisors and employees work on past
and future period objectives and competencies and they create a new
development plan together. During the period, they follow the defined
activities regularly.
After objectives, competencies and the development plan are defined, they
come together to clarify the expectations and future period negotiations.
This meeting also called “Agreement Meeting”.
Every period a performance appraisal form created by the supervisors and
employees as a result of joint work. This form contains two part mainly.
 Objectives
 Competencies

11. II. PERFORMANCE EXECUTION
In the planning period the competencies and objectives are defined and in
the performance execution period supervisors should observe the current
performance of the employees during the year. In this period performance
of employee should be monitored and get feedback regulary. Supervisors
should also support and guide employees for improvement.
The monitoring tools:
 Budget Reports / Portfolio Reports / Branch Department Reports
 Surveys
 Unofficial interview informations
 Assesments
 Quality Elements
 Time Sheets
 Complaint Records
 Supervisor Observations
 Audit Results
Kuveyt Turk uses STAR summation technique in their interviews. It is
believed that the most fair and effective method for evaluate the
performance of the employee is STAR technique.
STAR Technique : It pays to prepare well for applications and interviews
and you will undoubtedly be asked to demonstrate experience and skills by
talking about what you have done.

12. STAR Technique
Kuveyt Turk uses STAR summation technique in their interviews. It is
believed that the most fair and effective method for evaluate the
performance of the employee is STAR technique.
STAR Technique : It pays to prepare well for applications and interviews
and you will undoubtedly be asked to demonstrate experience and skills by
talking about what you have done.

13. III. PERFORMANCE APPRAISAL
At the end of the year, supervisors give the final grades of the employees
by comparing the expected and actual objectives and competencies in the
development plan. All behaviours and tasks of employees are evaluated
and supervisor gives the final performance score in the last quarter of the
year.
Scale
Score
Definition
Perfect
%115 and above
5
Actual is very above the objectives
Very Successful
%105 - %115
4
Actual is above the objectives
Successful (+)
%101 - %105
3.5
Fully success the objectives
Successfull
%96 - %100
3
Highly success the objectives
Successfull (-)
%90 - %95
2.5
Partially success the objectives
Poor
%70 - %90
2
Below the partially success the objectives
Very Poor
%70 and below
1
Can not success the objectives

14. THANKS
QUESTIONS?
Koray Kırdinli
http://www.koraykirdinli.net