1. Performance Management
System
by
Rukhsar Surve 21
Sanna Shaikh 20

2. Performance Management System
• Management of Organizational performance + Management of
performance of an individual in a system
• Ensures the top down cascade of business goals
• Processes as planning and targeting, strategy development,
performance appraisals, etc.

3. Performance Management System In
Tata Indicom

4. Manager exercises PMS by
• Planning with objectives and targets
• Establishing the performance standards
• Monitoring the actual business performance
• Comparing performance with targets
• Correcting mistakes and taking action

5. They believe that An effective Performance Management system is based on these
concepts
• Employees need to understand their roles clearly
• Performance expectations must be set in advance and there must be
agreement
• Performance management requires on-going coaching, feedback and
planning
• Performance management can be a positive experience
• Facilitate a process to establish clear role definitions and
accountabilities.

6. • Create a custom Performance Management program or improve your
existing program
• Establish the objectives of your Performance Appraisal and Performance
Management program
• Determine your performance criteria and integrate these criteria with your
compensation systems
• Create your evaluation format
• Develop policies and procedures
• Conduct training sessions for your managers and supervisors
• Assist with the roll-out and communication of the program to your total
employee group

7. Managing Performance Is Success Of A Business
• Quantity
• Quality
• Timeliness
• Effective Use of Resources
• Effects of Effort
• Manner of Performance
• Method of Performing Assignments

8. Different types of appraisal
• Direct observation
• Specific work results (tangible evidence that can be reviewed without
the employee being present)
• Reports and records, such as attendance, safety, inventory, financial
records, etc.
• Commendations or constructive or critical comments received about
the employee's work

9. • Coaching is a method of strengthening communication between
Manager and the employee

10. Performance Management Cycle
• Performance planning
• Setting individual objectives
• Determining key behaviours for improvement
• Agreeing a personal development plan
• Reviewing progress

11. • Regular feedback
• Amending objectives
• Supporting achievement through coaching
• Annual appraisal
• Self- assessment
• Evaluating performance
• Determining ratings to inform pay decisions

12. Tools Of Performance Management
1. Performance and development reviews
• In this organization, continuous learning is a prerequisite to successful
job performance and organizational effectiveness
• For performance managers and employees alike, responding to these
changes requires the ability to learn, adapt to change, solve problems
creatively, and communicate effectively in diverse groups

13. 2. Performance Appraisal
• To effect promotions based on competence and performance
• To assess the training and development needs
• To help improve current performance
• To assess future potential
• To assess increases or new levels in salary
• To assist career planning decisions
• To set performance objectives

14. Performance Appraisal Methods:
• Management By Objectives (MBO)
• 360 Degree Appraisal
• Critical Incident Method
• Behavioural Anchored Rating Scale

15. Final Checklist For Performance Management
System
• Process on well written job descriptions and job-related activities
• Manager and employee collaborate on setting performance
objectives
• Establish results (objectives) and behaviours
• Ensure that the employee keeps a copy of the performance plan and
expectations set at the beginning of the performance management
cycle
• Provide monitoring and feedback on performance to the employee

16. • Adequate time for the performance to improve
• Train managers on all aspects of the process and on how to reduce
bias and error in assessments
• Ensure that the performance assessment form accurately documents
performance - if overall performance is poor say so
• Periodically review the performance management process Establish
an appeals process

17. Thank you