KEY PERFORMANCE INDICATORS FOR BETTER PERFORMANCE MANAGEMENT

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MINA RESOURCES SDN BHD www.mina.edu.my minaglobal@gmail.com facilitated by: DR ADALAT KHAN dradalat@gmail.com Performance Management:

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DR ADALAT KHAN President Mina Resources Sdn Bhd e-mail : dradalat@gmail.com www.mina.edu.my

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An iterative process of goal-setting, communication, observation and evaluation to support, retain and develop exceptional employees for organizational success. Performance Management

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Performance Management (PM): What Is It? Performance management is an ongoing communication process, undertaken in partnership, between an employee and his or her immediate supervisor that involves establishing clear expectations and understanding about: the essential job functions the employee is expected to do how the employee’s job contributes to the goals of the organization what “doing the job well” means in concrete terms how employee and supervisor will work together to sustain, improve, or build on existing employee performance how job performance will be measured identifying barriers to performance and removing them 4

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PERFORMANCE MANAGEMENT (PM) The process of setting performance expectations, monitoring progress, measuring results, and appraising and rewarding or correcting employee performance. 5

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Why Manage Performance? Curb or redirect non-productive activities Encourage and reward behaviors aligned with organizational mission and goals To reach organizational mission and goals

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WHAT PERFORMANCE MANAGEMENT ISNT? It’s important to know what performance management is, but we also need to know what it is not. Many people think that performance appraisal is the same as performance management. No surprise that this process will have no positive value. 7

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COMMON MIS-CONCEPTION ABOUT PM Performance management isn’t: something a manager does to an employee a club to force people to work better or harder used only in poor performance situations about completing forms once a year 8

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RATHER IT IS……. An ongoing communication process between two people. That’s the key point. If you remember it’s about people working with people to make everyone better, you have a much greater chance of succeeding. Everyone wins. 9

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What’s the Payoff for Using Performance Management? As you read more about performance management, you will realize that it takes time and effort—perhaps time and effort you would rather use for other things. What manager wants more work? The reality is that it does take time and effort, but the time and effort are an investment. We need to turn our attention to how that investment brings a return. When performance management is used properly, there are clear benefits to everyone—managers, employees, and the organization. Let’s take a look at those potential benefits. 10

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11 Why Do Performance Management? Communicate goals, mission, values, purpose Improve working relationships Improve management Identify and communicate strengths and areas for improvement Provide feedback Develop Monitor Support

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PAY OFFS FOR EMPLOYEES If performance management is a process done in partnership with staff, we need to address how it benefits staff members. After all, it’s hardly realistic to expect employees to participate in a partnership if there are no payoffs for them.

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COMMON PERFORMANCE ISSUES OF EMPLOYEES not knowing whether they are doing well or not not knowing what level of authority they have not getting recognition for a job well done not having an opportunity to develop new skills finding out the boss has been dissatisfied with an employee’s work for a long time being unable to make even simple decisions by themselves being micromanaged not having the resources they need to do their jobs

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For the Organization Organizations work more effectively when the goals and objectives of the organization, those of the smaller work units, and the job responsibilities of each employee are all linked. When people in the organization understand how their work contributes to the success of the company, morale and productivity usually improve. A company can have all of its parts aimed at the same bull’s-eye. Performance management is the key to making these links clear to everyone.

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15 A Final Thought The conventional definition of management is getting work done through people, but real management is developing people through work. - Agha Hasan Abedi

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DR ADALAT KHAN President Mina Resources Sdn Bhd e-mail : dradalat@gmail.com www.mina.edu.my

Summary: Performance of organization and its people is the key concern of all organizations and one of the best way to achieve performance is to manage it. Managing performance requires a systematic approach. Key Performance Indicator (KPI) is a very important management tool for managing performance. It is important that the KPIs are understood, formulated and implemented in such a manner that the organisation achieves its overall goals. . Many companies are working with the wrong measures, many of which are incorrectly termed key performance indicators (KPIs). Very few organizations really monitor their true KPIs. The reason is that very few organizations, business leaders, writers, accountants, and consultants have explored what a KPI actually is.

Tags: kpi performance management dr adalat khan mina resources s/b

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