1.
Performance Management
Process
Session 2

2.
Performance Management Process
• Step 1: Identify the Prerequisites
• Step 2: Performance Planning
• Step 3: Performance Execution
• Step 4: Performance Assessment
• Step 5: Performance Review
• Step 6: Performance Renewal and
Reconstructing.

3.
1. Identify the Prerequisites
1. Have good knowledge of the organization’s
mission and strategic goals to make positive
contributions.
2. Have good knowledge of the job in question.
Job analysis allows for the determination of
the key components of a particular job: What
tasks need to be done, how they should be
done, and what KSAs are needed.

4.
2. Performance Planning
• Performance planning evaluates
Results
Behaviours
Developmental plan

5.
2. Performance Planning
• Results should include key accountable areas
for which an employee si responsible’
• Speific objectives for each key
accountability(goals to be reached.
• Performance standards (what are acceptable
and unacceptable levels of performance)
• Developmental plan includes a description of
areas that need improvement and gaols to be
achieved.

6.
3.Performance execution
Employees commitment to goal
• Taking a proactive role in seeking feedback from
supervisor
• Regular communication
• Managers responsibilities is
• to observe and document performance,
• update the employee on an changes in goals and
provide resources and reinformacemtn

7.
4. Performance assessment
• Evaluation of performance by supervisor and
employee himself.
• Performance assessment by supervisor
• By self appraisals to know whether the
employee have a real understanding of what is
expected of them.

8.
5. Performance Review
• An appraisal meeting should focus on present
and future.
• The present involves the reward system
• The future involves in discussion of goals and
development plans that the employee will be
expected to achieve during the period before
the next review session.

9.
6. Performance renewal and
reconstruction
• To make adjustments as per requirement.
• For example to addnew key accountabilities
and competencies.

10.
Case
• Omega Inc.