2/4/2019 Performance Planning
Concept of performance Performance is a set of outcomes produced on a specified job during a specified period of time with the use of certain competencies of the performer. Two views on the concept of performance: Traditional concept: conformance to organizational norms, rules and process Modern concept: achievement of job objective, output or result
Foundation of performance People can & will perform better when they: know & understand what is expected of them: (goals) have been able to take part in forming the goals (participation) get supervision, supports, & resources: (enabling conditions) get feedback on their performance: (appraisal) are enable to achieve the goals: (development) have positive consequences for performance: (rewards)
Performance Management (PM) A managerial system and process (of) Getting better results from employees (within) An agreed framework of planned individual or group performance goals, standards and competence requirements and (through) The process of supporting, monitoring, appraising, developing and rewarding performance (in order to) Achieve the objectives of the organization and those of the employees.
Performance Management System (PMS) Planning Performance Maintaining Performance & Diagnosing Performance Problem Appraising Performance Rewarding Performance Developing Performance
Goal Setting Review organizational & unit performance goals Review JD & JS of concerned employee/ team Identify Key Result Areas (KRAs) Identify performance measures or indicators Set goals/ standards Identify performance competencies & attributes Formulate work plan
Key Result Areas (KRAs) Priority areas of performance in terms of the results or outputs expected or desired Significant achievements required Examples of some important general KRAs: Customer service Organizational & staff development Employee satisfaction Financial & physical resource Staff performance & motivation
Performance measure An indicator of performance that measures whether and to what extent the objective has been achieved. Measurement criteria: Quantity (how much/ many) Time (how soon/ by when) Cost (with what resource) Quality (how well)
goal/target statement The planned output/ outcome/ result to be achieved considering the performance measures.
Why performance goal setting? What gets measured is get done If you don’t measure results, you can’t tell success from failures If you can’t see success, you can’t reward it If you can’t reward success, you are probably rewarding failure If you can’t see success, you can’t learn from it If you can’t recognize failure, you can’t correct it If you can demonstrate results, you can win support