Performance Management

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Performance Management Consulting Services

Should one measure performance or mere activities of employees? Is the one who do silent work but does not show of himself/herself or the one who puts up a show but hardly performs to be recognized and rewarded? This and other related questions are well addressed by performance management system.

Performance of employees directly and exponentially affects the organizational effectiveness or performance. Hence employee performance needs to be accurately assessed and improved periodically. Performance Management System plays a crucial role in that process.

Effective performance management involves far more than simply assessing the performance of employees. Effective performance management involves providing meaningful feedback, collaborating with workers to solve performance problems, and developing improved level of performance. Managing performance requires understanding of factors that influence performance from ability and motivation to factors external to the employees. Performance Management should involve the manager in diagnosing the sources of performance difficulties and in helping to find the solutions to those problems. A manager also needs to understand the various options that might be employed as potential means to improve performance. Effective performance management requires far more than simply completing the annual appraisal form.

Organizations shall design an effective Performance Management System (PMS) for the excellence and profitable growth of their organization.

  • Effective Performance Appraisal system which is easy to execute and delivers results

    Performance Appraisal System (PAS) plays a key role in motivating employees as well as creating a performance oriented work culture. Our experts have expertise in devising customised appraisal systems after studying the special requirements of each organisation.

    Training needs can be also assessed from PAS and used effectively for career progression of employees. Most of the conflicts and problems in organisations arise due to unfair/ineffective performance appraisal systems. Our PAS are based on latest scientific researches and field studies.

    Key Deliverables:
    Goal: Effective Performance Appraisal system which is easy to execute and delivers results

    1. Identify the Key Result Areas
    2. Identify key metrics to measure
    3. Clarify what are the objectives tailoring rewards & punishment system
    4. Avoid dysfunctional consequences
    5. Easy to appraise and objective/scientific system
    6. Enhance the work culture planned.

  • Roadmap for Establishing New Performance Management System (PMS)

    ✓ Discussion with leadership team on above parameters of Performance Appraisal system
    ✓ Design of draft appraisal system
    ✓ Presentation and discussion and inputs from leadership team
    ✓ Final PMS in consultation with Top Management.
    ✓ Execution details of PMS and handholding during execution for one cycle
    ✓ Using feedback to continually improve and finally have a stable fully functional PMS

  • Key Benefits of Performance Management System

    ✓ Improvement in the employee performance results into the enhancement of organizational performance and effectiveness
    ✓ Employee performance gets accurately assessed
    ✓ Employees get feedback about their performance regularly which is developmental in nature.
    ✓ Appraisal data can be used for various HR Functions like Training & Development, Rewards and compensation, Promotions, Transfers, Succession Planning, HR Planning etc.
    ✓ Employee motivation gets altered
    ✓ Improvement in communication between superiors and subordinates as performance management system provides a format for dialogue between them.
    ✓ Minimize employee dissatisfaction and turnover
    ✓ Helps in the creating a culture of excellence that inspires every employee to improve and lend himself or herself to be assessed
    ✓ Helps in aligning organizational objectives to individual aspirations.

  • Our Philosophy behind good PMS

    ✓ Extremely simple to implement yet effective system;
    ✓ Whatever is measured and incentivised (behaviour/process / outcome) the same is focussed and achieved by employees. Hence PMS is a way of focussing on desired results/ processes/ behaviours from employees;
    ✓ Implementation/ execution of PMS requires discipline and hence training until it becomes part of culture of the organization;
    ✓ Competence lies in designing and executing PMS that satisfies above criteria;

  • A story about difference between effective and ineffective performance management system

    Once upon a time, in a bustling company called Advance Industries, there were two teams led by two different managers: Jyoti and Deepak.

    Jyoti believed in the power of an effective performance management system. She set clear goals for her team, communicated expectations regularly, and provided constructive feedback to help her employees improve. Jyoti recognized and rewarded exceptional performance, and she invested in her team's development, offering training and mentoring opportunities. Her team members felt motivated, engaged, and supported, resulting in increased productivity and a positive work environment. The team consistently achieved their targets and received accolades from senior management.

    On the other hand, Deepak led his team with an ineffective performance management system. He rarely communicated performance expectations, leaving his employees confused about their roles and responsibilities. Feedback was sporadic and lacking in specificity, making it difficult for team members to improve. Deepak rarely recognized or rewarded his team's accomplishments, and he rarely invested in their development. As a result, his team felt demotivated and disengaged. Productivity suffered, deadlines were missed, and morale plummeted.

    The difference between Jyoti's and Deepak's teams was evident. Jyoti's effective performance management system fostered a culture of excellence, where employees felt valued and empowered. Deepak's ineffective system led to frustration, underperformance, and an unhappy work environment.

    The tale of Jyoti and Deepak serves as a reminder that an effective performance management system can unleash the potential of employees, drive organizational success, and create a positive work atmosphere. In contrast, an ineffective system can stifle growth, hinder performance, and create discontent among team members.