1. Performance Management
SSg Sherwin h LUBIS PAF

2. OVERVIEW Define performance and performance management?
Comparing Performance Appraisal and Performance Management
Fundamental differences of Feedback and Appraisal
Contribution of Performance Management System
The Problems in Performance Management
Disadvantages of poorly implemented Performance Management System

3. Define performance and performance management?
Performance – is the results accomplishments by the employee in meeting specific objectives or the development of competencies necessary for effectively doing job.
Performance management – is a continuous process of supervisors employees working together to;

4. Set performance expectation linked to Organizational objectives
Establish criteria against which individual and unit performance can be measured
Identify areas for competency improvement
Provide performance feedback
Continually enhance performance

5. Comparing Performance Appraisal and Performance Management
Performance appraisal is evaluating an employee’s current and/or past performance relative to his/her performance standards once a year without a going effort to provide feedback and coaching while performance management is a continues process of identifying, measuring and developing the performance with the strategic goals of the Organization.

6. Fundamental differences of Feedback and Appraisal
Provides information
Provides Judgement
Generally verbal
Written and official
Continuous process
Event based (Monthly, yearly, etc)
Two way communication
One way communication

7. Feedback give opportunities to employees to improve their performance as per required benchmarks while the job is being carried out.
More frequent the interaction, the better. However this does not mean that it should be redundant or without any significant agenda.

8. Criticism can be given in small doses rather than in one big chunk at the end of the year.
Act as coaches rather than judges allotting ratings. This will result in effective communication and positive outcomes for the company

9. Contribution of Performance Management System
Motivation to perform is increased-feedback
Self-esteem is increased-feedback
Managers gain insight about subordinates
The definition of job and criteria are clarified
Self-insight and development are enhanced
Administrative actions are more fair and appropriate
Organizational goals are made clear
Employees become more competent

10. There is better protection from lawsuits
There is better and more timely differentiation between good and poor performance
Supervisors views of performance are communicated more clearly
Organizational change is facilitated
Motivation, commitment and intentions to stay in the organization are enhanced.

11. The Problems in Performance Management
No clear direction, weak values and performance culture.
Vague and inequitable objectives
Variable and inequitable appraisal/review leading to lack of improved performance and motivation
Inadequate provision for training and development
Poor communications due to bureaucracy.

12. Disadvantages of poorly implemented Performance Management system
Increase turn over
Use of misleading information – If standardized system is not in place
Lowered self-esteem – If feedback is provided in an inappropriate way
Wasted time and money
Damage relationships
Decreased motivation to perform – No Reward linkage
Employee burnout and job dissatisfaction

13. Unclear rating system – because of poor communication
Increased risk of litigation
Unjustified demands on the managers’ and employees’ resources
Emerging biases – personal values, biases are likely to replace Organizational standards
Unclear rating system – because of poor communication

14. Thank you
and
God Bless!!!