Performance Management System
Content
IMPLEMENTING A PERFORMANCE MANAGEMENT SYSTEM
1/13/2014
Dr. Subhash Kakkar
1
Implementing a Performance Management System
• Like all change programs, a performance management system implementation requires careful planning and management. • Every organisation is different. Many factors need to be considered and allowed for.
1/13/2014
Dr. Subhash Kakkar
2
Design
• The design or redesign phase establishes the framework • It also includes the planning for the approval, communication, training and administrative phases (the implementation plan).
1/13/2014
Dr. Subhash Kakkar
3
Approval processes
• Once designed or redesigned, the performance management system needs to be reviewed and approved to ensure business and employee needs are met. This covers both management and employee interests.
1/13/2014
Dr. Subhash Kakkar
4
• Senior management need to be satisfied that all relevant requirements have been considered. This includes alignment with corporate business and human resources strategies, as well as ensuring sufficient resources (people and money) have been allocated to the implementation process.
1/13/2014
Dr. Subhash Kakkar
5
• Employees, through some form of participation method, should also have the opportunity to offer comment. • Approval also includes agreement to the implementation plan established at the design phase.
1/13/2014
Dr. Subhash Kakkar
6
Communication
• Once the system is approved, the communication strategy should be implemented. This involves communicating the key features, benefits and impact of the scheme.
1/13/2014
Dr. Subhash Kakkar
7
Training
• A variety of training programs and support mechanisms should/could be provided, see Performance Management Training for more information.
1/13/2014
Dr. Subhash Kakkar
8
Performance Management Training Courses/Modules
• Training • Performance management training complements the introduction of new or revised performance management systems. A variety of programs/courses/modules may be necessary to ensure successful implementation. Training can include business performance improvement, appraisal techniques, evaluation forms, discussion and interview methods, objectives, etc.
1/13/2014 Dr. Subhash Kakkar 9
Performance Management Training Programs
• Performance management training situations are varied. The implementation of new or revised schemes often necessitates training. • Ongoing training needs also have to be considered, particularly for new employees or those promoted into team leader or managerial positions.
1/13/2014 Dr. Subhash Kakkar 10
Key Staff Member Training Design/Implementation Participants
• These involve information sessions on all aspects of performance management for employees, team leaders and managers participating in system design or redesign. Often a forerunner to workshops where the facilitator leads the design and planning process for the new performance management system.
1/13/2014 Dr. Subhash Kakkar 11
Employee/Staff Briefings
• For new or revised performance schemes, briefing sessions for all participating employees (staff) can answer queries and concerns, providing a solid foundation for successful implementation. Performance management content can include the system structure, corporate rationale, expected benefits, requirements, "how-to" approaches and the like.
1/13/2014 Dr. Subhash Kakkar 12
Team Leader and Manager Training
• More extensive training is required for team leaders and managers who will conduct the review discussions or interviews. This can include: identifying and writing performance objectives, adapting corporate objectives to the individual/team, discussion and questioning techniques, HR policies (particularly in regard to compensation, training/education support), handling salary discussions, equity/legal issues, etc.
1/13/2014 Dr. Subhash Kakkar 13
Ongoing Training and Support
• Establishing support materials and training programs so new employees, team leaders and managers can be trained. Computer/internet/intranet applications are increasingly being used to provide "just-intime" learning programs.
1/13/2014
Dr. Subhash Kakkar
14
Administration and Support
• A well designed and implemented system will be self-supporting. Participation will be voluntary and the "coercion factor" will be minimal. The human resources (human capital) "department" is normally charged with the overall administration and monitoring of the system. Line management is normally responsible for the local scheme management.
1/13/2014 Dr. Subhash Kakkar 15
Defining Performance
1/13/2014
Dr. Subhash Kakkar
16
• Performance is about factors such as culture, mission, work-flow, goals, environment, knowledge, and skills all working together to produce something that is valuable to the consumer. • So performance, regardless of the organization that produces the performance (be it a baseball team, software company, girl scout troop, or law firm), is about outputs or results. • There are 3 levels of performance
1/13/2014 Dr. Subhash Kakkar 17
3 levels of performance
• 1. Organization • 2. Process • 3. Individual
1/13/2014
Dr. Subhash Kakkar
18
Performance Needs To Occur On Three Levels
1.The performer 2.The process 3.The organization
1/13/2014
Dr. Subhash Kakkar
19
• 1. Organization • 2. Process • 3. Individual
1/13/2014
Dr. Subhash Kakkar
20
1/13/2014
Dr. Subhash Kakkar
1
Implementing a Performance Management System
• Like all change programs, a performance management system implementation requires careful planning and management. • Every organisation is different. Many factors need to be considered and allowed for.
1/13/2014
Dr. Subhash Kakkar
2
Design
• The design or redesign phase establishes the framework • It also includes the planning for the approval, communication, training and administrative phases (the implementation plan).
1/13/2014
Dr. Subhash Kakkar
3
Approval processes
• Once designed or redesigned, the performance management system needs to be reviewed and approved to ensure business and employee needs are met. This covers both management and employee interests.
1/13/2014
Dr. Subhash Kakkar
4
• Senior management need to be satisfied that all relevant requirements have been considered. This includes alignment with corporate business and human resources strategies, as well as ensuring sufficient resources (people and money) have been allocated to the implementation process.
1/13/2014
Dr. Subhash Kakkar
5
• Employees, through some form of participation method, should also have the opportunity to offer comment. • Approval also includes agreement to the implementation plan established at the design phase.
1/13/2014
Dr. Subhash Kakkar
6
Communication
• Once the system is approved, the communication strategy should be implemented. This involves communicating the key features, benefits and impact of the scheme.
1/13/2014
Dr. Subhash Kakkar
7
Training
• A variety of training programs and support mechanisms should/could be provided, see Performance Management Training for more information.
1/13/2014
Dr. Subhash Kakkar
8
Performance Management Training Courses/Modules
• Training • Performance management training complements the introduction of new or revised performance management systems. A variety of programs/courses/modules may be necessary to ensure successful implementation. Training can include business performance improvement, appraisal techniques, evaluation forms, discussion and interview methods, objectives, etc.
1/13/2014 Dr. Subhash Kakkar 9
Performance Management Training Programs
• Performance management training situations are varied. The implementation of new or revised schemes often necessitates training. • Ongoing training needs also have to be considered, particularly for new employees or those promoted into team leader or managerial positions.
1/13/2014 Dr. Subhash Kakkar 10
Key Staff Member Training Design/Implementation Participants
• These involve information sessions on all aspects of performance management for employees, team leaders and managers participating in system design or redesign. Often a forerunner to workshops where the facilitator leads the design and planning process for the new performance management system.
1/13/2014 Dr. Subhash Kakkar 11
Employee/Staff Briefings
• For new or revised performance schemes, briefing sessions for all participating employees (staff) can answer queries and concerns, providing a solid foundation for successful implementation. Performance management content can include the system structure, corporate rationale, expected benefits, requirements, "how-to" approaches and the like.
1/13/2014 Dr. Subhash Kakkar 12
Team Leader and Manager Training
• More extensive training is required for team leaders and managers who will conduct the review discussions or interviews. This can include: identifying and writing performance objectives, adapting corporate objectives to the individual/team, discussion and questioning techniques, HR policies (particularly in regard to compensation, training/education support), handling salary discussions, equity/legal issues, etc.
1/13/2014 Dr. Subhash Kakkar 13
Ongoing Training and Support
• Establishing support materials and training programs so new employees, team leaders and managers can be trained. Computer/internet/intranet applications are increasingly being used to provide "just-intime" learning programs.
1/13/2014
Dr. Subhash Kakkar
14
Administration and Support
• A well designed and implemented system will be self-supporting. Participation will be voluntary and the "coercion factor" will be minimal. The human resources (human capital) "department" is normally charged with the overall administration and monitoring of the system. Line management is normally responsible for the local scheme management.
1/13/2014 Dr. Subhash Kakkar 15
Defining Performance
1/13/2014
Dr. Subhash Kakkar
16
• Performance is about factors such as culture, mission, work-flow, goals, environment, knowledge, and skills all working together to produce something that is valuable to the consumer. • So performance, regardless of the organization that produces the performance (be it a baseball team, software company, girl scout troop, or law firm), is about outputs or results. • There are 3 levels of performance
1/13/2014 Dr. Subhash Kakkar 17
3 levels of performance
• 1. Organization • 2. Process • 3. Individual
1/13/2014
Dr. Subhash Kakkar
18
Performance Needs To Occur On Three Levels
1.The performer 2.The process 3.The organization
1/13/2014
Dr. Subhash Kakkar
19
• 1. Organization • 2. Process • 3. Individual
1/13/2014
Dr. Subhash Kakkar
20
