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Performance
Management
 It is the process of systematically using
  data for business improvements.
 It works by:
1. Integrating data from disparate sources.
2. Distributing highly personalized
    information to every employee.
3. Empowering individuals to make better
    fact based decisions.
4. Taking the best action to drive results.

What is Performance
Management?
   An analyst may view the performance of a
    company:

1.   As a whole

1.   As individuals




Two Separate Types of
Management
 Employee performance management works
  best when:
1. Work is planned and goals are consistent.
2. Defines the expectations of the employees.
3. Creates a system of predictable rewards for
   good performance and consequences for
   poor performance.
4. Gives feedback on a more consistent basis
   than the average.



Performance Management
 Employees must be given ways to grow
  and develop in their field.
 Rewards are also a huge part of
  performance management.
 Employees who actually are now qualified
  to work in a high level of their field should
  be placed in positions of greater
  responsibility and receive a greater share
  of pay.



Performance Management Model
   Monetary nature

   Real and Tangible

   “Negative action companies”




Rewards
1.   Job Knowledge/Competency
2.   Quality/Quantity of Work
3.   Planning/Organization
4.   Initiative/Commitment
5.   Problem solving/Creativity
6.   Teamwork and cooperation
7.   Interpersonal skills
8.   Communication (oral and written)


Standards of Performance and
Behavior
1.   Actual or threatened physical violence
     towards another employee.
2.   Fighting, gambling or using profane,
     obscene or abusive language.
3.   Unwillingness or inability to work in
     harmony with others.
4.   Sleeping on the job, inefficient
     performance, incompetence at work.
5.   Possessing or bringing weapons or firearms.
6.   Possession of or being under the influence
     of alcohol or other illegal substances.




Unacceptable Behavior
7. Insubordination, refusing to follow
 directions or other disrespectful conduct.
8. Unauthorized possession, removal, or
 use of company property.
9. Excessive tardiness or absenteeism.
10. Destroying company property.
11. Unauthorized use of company
 equipment.
12. Violating health or safety rules.
13. Violating any company policy or
 workplace rule.
   Tardiness

   Absenteeism




Attendance and Punctuality

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Performance Management Essentials

  • 2.  It is the process of systematically using data for business improvements.  It works by: 1. Integrating data from disparate sources. 2. Distributing highly personalized information to every employee. 3. Empowering individuals to make better fact based decisions. 4. Taking the best action to drive results. What is Performance Management?
  • 3. An analyst may view the performance of a company: 1. As a whole 1. As individuals Two Separate Types of Management
  • 4.  Employee performance management works best when: 1. Work is planned and goals are consistent. 2. Defines the expectations of the employees. 3. Creates a system of predictable rewards for good performance and consequences for poor performance. 4. Gives feedback on a more consistent basis than the average. Performance Management
  • 5.  Employees must be given ways to grow and develop in their field.  Rewards are also a huge part of performance management.  Employees who actually are now qualified to work in a high level of their field should be placed in positions of greater responsibility and receive a greater share of pay. Performance Management Model
  • 6. Monetary nature  Real and Tangible  “Negative action companies” Rewards
  • 7. 1. Job Knowledge/Competency 2. Quality/Quantity of Work 3. Planning/Organization 4. Initiative/Commitment 5. Problem solving/Creativity 6. Teamwork and cooperation 7. Interpersonal skills 8. Communication (oral and written) Standards of Performance and Behavior
  • 8. 1. Actual or threatened physical violence towards another employee. 2. Fighting, gambling or using profane, obscene or abusive language. 3. Unwillingness or inability to work in harmony with others. 4. Sleeping on the job, inefficient performance, incompetence at work. 5. Possessing or bringing weapons or firearms. 6. Possession of or being under the influence of alcohol or other illegal substances. Unacceptable Behavior
  • 9. 7. Insubordination, refusing to follow directions or other disrespectful conduct. 8. Unauthorized possession, removal, or use of company property. 9. Excessive tardiness or absenteeism. 10. Destroying company property. 11. Unauthorized use of company equipment. 12. Violating health or safety rules. 13. Violating any company policy or workplace rule.
  • 10. Tardiness  Absenteeism Attendance and Punctuality