Hi I am currently studying business AVCE at A level. However I have encountered a problem. I need some help on understanding "Performance Management". Would anyone please perhaps take some time to help a future professional member of society?? If there is such a person who can guide, may they show me an ideal website?? Or even type or add a formal definition to this mesages' response??
Thank you for reading this.....Please help.....
Thank you for reading this.....Please help.....
Hi Drule. :)
Hope I have seen this message early enough to be of any help.
I am a working professional, probably lost touch in the most recent developments. However listing the resources that may be of use ..
Performance Management in my understanding (to keep it in simplest language), is giving 'appropriate feedback' to the employees to keep them aligned towards maintaining productivity. The 'feedback' (reward) is mainly in monetary terms. To give positive feedback, you either - increase pay package or decrease the loads or give more non-monetary benefits, like seperate parking space (monetary incentive is most common). Similarly you act accordingly for giving negative feedback.
Now, you must have a mechanism to know how an employee is performing. There are several ways to do that. In short, performance management has two major components - 1. Performance Appraisal and then 2. Performance Management.
I am listing some online resources on these. :!:
Performance Mgmt Leaders
www.performancesoft.com
Measuring Performance
Software solution to understand the how and why of business performance
www.cognos.com
Balanced Scorecard Kit
Starter doc, Assessment, Guidebook, Checklist & Presentations. Toolkit.
manager-tool.com
Performance Management
News, Ideas, Definition, Benefits Links, Books and Solutions
www.pm-news.com
Employee Management Tools
Increase performance, motivation. Teambuilding, coaching, mentoring.
www.workplacetoolbox.com
Please let me know if these helps.
From India, Pune
5Hope I have seen this message early enough to be of any help.
I am a working professional, probably lost touch in the most recent developments. However listing the resources that may be of use ..
Performance Management in my understanding (to keep it in simplest language), is giving 'appropriate feedback' to the employees to keep them aligned towards maintaining productivity. The 'feedback' (reward) is mainly in monetary terms. To give positive feedback, you either - increase pay package or decrease the loads or give more non-monetary benefits, like seperate parking space (monetary incentive is most common). Similarly you act accordingly for giving negative feedback.
Now, you must have a mechanism to know how an employee is performing. There are several ways to do that. In short, performance management has two major components - 1. Performance Appraisal and then 2. Performance Management.
I am listing some online resources on these. :!:
Performance Mgmt Leaders
www.performancesoft.com
Measuring Performance
Software solution to understand the how and why of business performance
www.cognos.com
Balanced Scorecard Kit
Starter doc, Assessment, Guidebook, Checklist & Presentations. Toolkit.
manager-tool.com
Performance Management
News, Ideas, Definition, Benefits Links, Books and Solutions
www.pm-news.com
Employee Management Tools
Increase performance, motivation. Teambuilding, coaching, mentoring.
www.workplacetoolbox.com
Please let me know if these helps.
From India, Pune
Hi,
As Aditya has rightly pointed out, Performance Management is "Appropriate Feedback". But feedback in the form of Monetary rewards is just one of the means to PM. What is important is the Overall Development of the Employee.
Performance Management is a Systematic & Integrated data driven approach to Employee management, in order to manage, motivate and improve the performance of the employees. So the question is how do you manage performance ?
You manage performance only when you are able to measure it, and to measure it, performance need to be defined in quantifiable terms like KRAs/Goals or Competencies which are set as deliverables for the Job Position.
Continuous monitoring and reporting of these deliverables through appraisals/reviews, identifying training needs, conducting training programs, giving performance linked bonuses to employees, job rotations etc constitute the basis of Performance Management.
Articles of Interest:
http://work911.com <link updated to site home>
Online Solutions for Performance Management:
EmpXtrack <link updated to site home>
Regards,
Shakir
From India, New Delhi
As Aditya has rightly pointed out, Performance Management is "Appropriate Feedback". But feedback in the form of Monetary rewards is just one of the means to PM. What is important is the Overall Development of the Employee.
Performance Management is a Systematic & Integrated data driven approach to Employee management, in order to manage, motivate and improve the performance of the employees. So the question is how do you manage performance ?
You manage performance only when you are able to measure it, and to measure it, performance need to be defined in quantifiable terms like KRAs/Goals or Competencies which are set as deliverables for the Job Position.
Continuous monitoring and reporting of these deliverables through appraisals/reviews, identifying training needs, conducting training programs, giving performance linked bonuses to employees, job rotations etc constitute the basis of Performance Management.
Articles of Interest:
http://work911.com <link updated to site home>
Online Solutions for Performance Management:
EmpXtrack <link updated to site home>
Regards,
Shakir
From India, New Delhi
Hi Shakir This is Gunjan and I am doing a summer project on online PMS. Can u tell me how to go about it and can six sigma training be linked with pms in some way. Cheers
From India, Mumbai
From India, Mumbai
Hi Gunjan,
Good to know your interest in this topic. Let me try to put in some thoughts for you.
Scope:
For an organization to have an Online PMS, it is essential to have a complete change in mindset from working in traditional ways to implementing a transparent and sophisticated system.
Some of the strategic focus which Online PMS must contain are:
1. Alignment 2. Accountability 3. Transparency 4. Quality 5. Development
Typically the following are the areas which constitute an Online PMS.
1. Goal Management 2. Appraisal Management 3. Training & Development 4. Performance Linked Remuneration 5. Succession/Career Planning
One other key feature of Online PMS is the Decision Support System Capability which should provide the management with a tool to monitor and improve performance proactively.
Implementation Process:
Organizations have different workflows and different Performance Management Process, hence softwares need to be customized and configured as per organizations needs.
Linking Six Sigma to PMS:
Six Sigma is a precursor to Corporate Performance Management and CPM is linked to Employee Performance Management ( u can find a number of resources for this on the net ).
Quality Initiatives ensure that processes and systems are in place such that it can align organization activities to corporate strategy. Strategic Employee Performance Softwares follow the six sigma approach of DMAIC By applying six sigma process design and improvement techniques one can make significant progress in aligning Employee Performance with business objectives.
Refer to
Six Sigma Business Scorecard : Creating a Comprehensive Corporate Performance Measurement System
by Praveen Gupta, A. William Wiggenhorn
Software:
EmpXtrack <link updated to site home> - Online Performance Management Software from Saigun Technologies <link updated to site home> ( Search On Cite | Search On Google ) . Incorporates all the above said focus areas and integrates with Six Sigma, BSC, Malcolm Baldrige Criteria, CRM & Sales Tracking System, also links with major ERPs and HRIS systems.
There are a number of resources on the internet, you can try googling on some keywords. Let me know if this suffices.
Regards.
From India, New Delhi
Good to know your interest in this topic. Let me try to put in some thoughts for you.
Scope:
For an organization to have an Online PMS, it is essential to have a complete change in mindset from working in traditional ways to implementing a transparent and sophisticated system.
Some of the strategic focus which Online PMS must contain are:
1. Alignment 2. Accountability 3. Transparency 4. Quality 5. Development
Typically the following are the areas which constitute an Online PMS.
1. Goal Management 2. Appraisal Management 3. Training & Development 4. Performance Linked Remuneration 5. Succession/Career Planning
One other key feature of Online PMS is the Decision Support System Capability which should provide the management with a tool to monitor and improve performance proactively.
Implementation Process:
Organizations have different workflows and different Performance Management Process, hence softwares need to be customized and configured as per organizations needs.
Linking Six Sigma to PMS:
Six Sigma is a precursor to Corporate Performance Management and CPM is linked to Employee Performance Management ( u can find a number of resources for this on the net ).
Quality Initiatives ensure that processes and systems are in place such that it can align organization activities to corporate strategy. Strategic Employee Performance Softwares follow the six sigma approach of DMAIC By applying six sigma process design and improvement techniques one can make significant progress in aligning Employee Performance with business objectives.
Refer to
Six Sigma Business Scorecard : Creating a Comprehensive Corporate Performance Measurement System
by Praveen Gupta, A. William Wiggenhorn
Software:
EmpXtrack <link updated to site home> - Online Performance Management Software from Saigun Technologies <link updated to site home> ( Search On Cite | Search On Google ) . Incorporates all the above said focus areas and integrates with Six Sigma, BSC, Malcolm Baldrige Criteria, CRM & Sales Tracking System, also links with major ERPs and HRIS systems.
There are a number of resources on the internet, you can try googling on some keywords. Let me know if this suffices.
Regards.
From India, New Delhi
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Performance Review Form - KDCL for year 2010.xls
Employee Performance.pdf