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Unit number : 5
Lecture Number : 5
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To define performance management planning.
To list out the responsibilities of a manager in performance
planning.
To explain the responsibilities of employees in performance
planning.
To discuss how to draw up different plans for performance,
development and work.
To comprehend the evaluation of performance planning.
Unit-5 Performance Management Planning
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that they accomplish the planned and agreed results.
The performance and development plan, which is the outcome of
performance planning is the framework for performance
management.
The first and very important process in performance management is
performance planning.
In this unit, we will discuss the:
Responsibilities of a manager and employee in performance
planning.
Evaluate performance planning.
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Performance Management Planning
The process of creating and setting forth the strategic plans for
managing
the performance of employees in order to achieve organisational
success
is called performance management planning .
Performance management plan:
To establish it the organisation should be understood from
the employees’ perspective.
Is used to develop a workforce training program to train the
present employees who have potential for greater performance.
Assists employees to understand what is expected from them and
provides managers a base for monitoring the performance levels of
the subordinates.
Unit-5 Performance Management Planning
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In the figure :
The input to the performance planning process is a discussion
between manager and employee.
The outputs of the performance planning process are an
agreement on objectives and standards, a work plan, agreement on
measures and a personal plan.
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Performance agreement is the output of performance planning. The
following aspects of performance expectations are defined in
performance agreement:
Role requirements.
Knowledge, skills and capabilities.
Performance measures and indicators.
Unit-5 Performance Management Planning
Role requirements
These are the role profiles in the form of the key result areas of
the role, setting out details of what the role holder is expected
to achieve .
Role profiles contains organisation’s competency framework that
describes the knowledge and skills required to achieve the role
objectives and any particular behavioural requirements.
Present role profile is reviewed and altered if necessary, or a new
role profile is created.
Objectives and standards of performance
Objectives express something that has to be accomplished.
Objectives, or goals define what organisations, functions,
departments and individuals are expected to achieve over a period
of time.
Objectives can be work-related, referring to the achievement of
role requirements. They can also be personal, taking the form of
developmental or learning objectives which are concerned with what
individuals should do to enhance their knowledge skills and
potential and to improve their performance or change their
behaviour in specialised areas.
The performance standard definition is in the form of a
statement.
The statement declares that performance will be up to standard if a
desirable, specified and observable result happens .
Knowledge, skills and capabilities
The are definitions of skills and competencies that each role
holder has to know to be able to perform well and to know how they
are expected to behave in particular aspects of their role are
given here.
Performance measures and indicators
The performance agreement has the description of measures jointly
agreed upon by the manager and the employees to assess the extent
to which objectives and standards of performance have been
achieved .
Performance is measured using a rating scale.
The rating-scale format can either be behavioural or graphic, which
simply presents a number of scale points along a range.
Corporate core values or requirements
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Responsibilities of Manager in Planning Process
There are six basic responsibilities of a manager. These
responsibilities can be classified into two:
Responsibilities that the manager has to work on with the
employees
before the performance planning meeting.
Responsibilities accomplished during the performance planning
meeting.
Unit-5 Performance Management Planning
Before the meeting, the manager has to:
Re-examine the organisation’s mission statement, or vision and
values, and team’s goals.
Understand the employee’s job description.
Identify important competencies that are expected from the
employees in performing the job.
Determine what can be considered as completely successful
performance in each area.
During the meeting the manager has to:
Discuss and come to agreement with the employee on the important
competencies, key position responsibilities, and goals.
Discuss and come to agreement on the employee’s development
plan.
C o n f i d e n t i a l
The employees have seven responsibilities which can be classified
into two:
Responsibilities before the meeting.
Responsibilities after the meeting.
Unit-5 Performance Management Planning
Before the meeting the employees should:
Go through the organisation’s mission statement and their
department or team goals.
Review their job description and determine their important
responsibilities.
Consider their roles and identify the important goals they should
achieve in the upcoming appraisal period.
Think about what they consider to be completely successful
performance in each area.
During the meeting , the employee has to:
Discuss and come to agreement with the manager on the important
competencies for their job, key position responsibilities, and
goals.
Discuss with the manager and come to an agreement on their personal
development plans.
Create notes on a working copy of the performance appraisal
form.
By the end of the performance-planning process, the employee
should:
Understand that the manager is more interested in creating success
than in finding fault later.
Sense that the manager is ready to help the employee.
Understand that the manager identifies that the employee has
considerable knowledge and capability to increase productivity and
achieve greater success in the job assigned.
Have a sense that the employees and the manager are on the same
side on the same wavelength and they share similar goals and
concerns.
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Unit-5 Performance Management Planning
In order to grow and prosper every organisation has to pay
attention to some tasks .
The two documents which help employees in an organisation fulfil
the expectations are performance or development plan and work
plan.
The development plan and the work plan deal with the base and
substance of every employee’s work life.
The work plan is one way of providing information and feedback to
employees.
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Every performance and development plan should help the employees
to:
Analyse the areas of performance that requires improvement.
Understand what skills or competencies need to be developed to
develop performance in any particular area.
Recognise training requirements to improve performance.
Recognise the support the manager can give to improve
performance,
Discuss with the manager and agree upon development and training
actions.
The work plan helps employees to:
Understand clearly the job responsibilities or project that has to
be focused on in the next six months.
Recognise the activities that have to be achieved to successfully
carry out the responsibilities or projects.
Have an understanding of the expected results.
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C o n f i d e n t i a l
To prepare performance agreements and plans the outcome of periodic
review meetings are used.
Reviews are held, often informally, at any time of the year.
The performance agreement is expected to modify or needs to be
updated during the year, but still it has to hold its value as a
source to set direction, measure progress and establish
priorities.
The evaluation of performance planning process is very essential to
measure the progress of employees individually and the organisation
as a whole.
Evaluate Performance Planning Process
Unit-5 Performance Management Planning
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Summary
The starting point of the performance management cycle is
performance planning.
Performance agreements are used to set the direction and form the
source for measurement, feedback, assessment and development in the
performance management process.
The performance or development plan and work plan are two documents
which help employees in an organisation fulfil the expectations of
organisation.
Unit-5 Performance Management Planning
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1. Define performance management planning.
Ans. The process of creating and setting forth the strategic plans
for managing the performance of employees in order to achieve
organisational success is called performance management
planning.
2. Mention the contents of performance agreement.
Ans. The contents of performance agreement are role requirements,
objectives and standards of performance, knowledge, skills and
capabilities, performance measures and indicators, and corporate
core values or requirements.
Unit-5 Performance Management Planning
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Activity
Assume that you are an employee of RBC Company. You have been
called in for a performance planning meeting , with the manager.
What are the various preparations, you will have to make before you
attend the meeting.
Unit-5 Performance Management Planning