1. 2/4/2019
Performance Planning

2. 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

3. 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)

4. 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.

5. Performance Management System (PMS)
Planning Performance
Maintaining Performance & Diagnosing Performance Problem
Appraising Performance
Rewarding Performance
Developing Performance

6. 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

7. 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

8. 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)

9. goal/target statement
The planned output/ outcome/ result to be achieved considering the performance measures.

10. 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