This presentation is the property of its rightful owner.
Sponsored Links
1 / 77

การบริหารผลการปฏิบัติงาน PowerPoint PPT Presentation


  • 194 Views
  • Uploaded on
  • Presentation posted in: General

การบริหารผลการปฏิบัติงาน. Performance Management. การบริหารผลการปฏิบัติงาน. ความเป็นมา. ทำไมต้องระบบบริหารผลการปฏิบัติงาน ?. กิจกรรมที่ 1. ภายในระยะเวลา 20 นาที ขอให้กลุ่มอภิปรายในประเด็นต่อไปนี้

Download Presentation

การบริหารผลการปฏิบัติงาน

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript


Performance Management


?


1

20




PM&PA



Competency

Competencies

  • PMS (Result What of Behavior) Merit Award

  • Competency (The howof performance)


(Mixed Model)

ResultCompetency

  • Competency Career Path


Pay for Result :

Reward Oriented

(What)

Pay for Competencyor Skill :

Development Oriented

(How) ()


KPIs(Key Performance Indicators)

  • (Key Activities)


KPIs

3

1. Organizational KPIs

2. Department KPIs

3. Individual KPIs


Organizational KPIs


Department KPIs

  • X-Ray

    5

    /


Individual KPIs


KPIs

SMART

  • Specific

  • Measurable

  • Attainable

  • Realistic & Relevant 3

  • Timely


Specific

KPIs


Measurable

KPIs


Attainable

KPIs

KPIs

20 % 5-7%


Realistic & Relevant

KPIs

Individual KPIs

Organizational

KPIs Department KPIs

KPIs


Timelyor Time Frame

KPIs

KPIs


Performance Management

  • Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

Susan M. Heathfield


Performance Management

  • performance management is building on that process adding the relevant communication and action on the progress achieved against these predetermined goals (Bourne, M.,Franco, M. and Wilkes, J. (2003).


:


Performance Management System

  • Develop clear job descriptions.

  • Select appropriate people with an appropriate selection process.Negotiate requirements and accomplishment-based performancestandards, outcomes, and measures.

  • Provideeffective orientation,education, and training.

  • Provide on-going coaching and feedback.


Performance Management System

  • Conduct quarterly performance development discussions.

  • Design effective compensation and recognition systems thatreward people for their contributions.

  • Provide promotional/career developmentopportunities for staff.

  • Assist with exit interviews to understand WHY valued employeesleave the .



?


+

Balanced Scorecard

Performance Management System

KPIs

Competencie

360

Compensation and Career Development



1.

2.

3.

4.

Coaching


/

  • //

  • /


1.

INPUT

PROCESS

OUTPUT/OUTCOME

COMPETENCY

KPIs


2.

  • HRM


COMPETENCY : KPIs

80 20

70 30

60 40

50 50

40 60

30 70


3.

  • 90 =

  • 180 =

  • 270 =

  • 360 = ()


360




4

  • Performance


.............. ..............

............ .............

(//)................................................................................

.................................................................... .....................................

........................................

/ (//)......................................................................

..............................................................................................

  • ()

  • /

  • ()

  • ()

  • /

  • /



()...

........................................ ........................................

(............................................) (.........................................)

............................ ... ............................ ...



()........


x ()

x ()

=

=

  • %-%

  • %-%

  • %-%

  • -%


........................................ ........................................

(...........................................) (.........................................)

........................... ... ........................... ...



.



3.

  • Informal Feedback

  • Formal Feedback


Feedback


Feedback


/


4.

  • Competency Gap

  • (-) level

  • - Competency

    - Managerial style

    - Organizational climate






1


2


2


2


2


3


3

( )

()

-KRA

-KPI

- KRA

- KPI


3


3


4


4


5

:


6


6


6


  • /

  • /



  • Login