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การบริหารผลการปฏิบัติงาน PowerPoint PPT Presentation


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

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Performance Management


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?


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20


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Pm pa

PM&PA


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Competency

Competencies

  • PMS (Result What of Behavior) Merit Award

  • Competency (The howof performance)


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(Mixed Model)

ResultCompetency

  • Competency Career Path


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Pay for Result :

Reward Oriented

(What)

Pay for Competencyor Skill :

Development Oriented

(How) ()


Kpis key performance indicators

KPIs(Key Performance Indicators)

  • (Key Activities)


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KPIs

3

1. Organizational KPIs

2. Department KPIs

3. Individual KPIs


Organizational kpis

Organizational KPIs


Department kpis

Department KPIs

  • X-Ray

    5

    /


Individual kpis

Individual KPIs


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KPIs

SMART

  • Specific

  • Measurable

  • Attainable

  • Realistic & Relevant 3

  • Timely


Specific

Specific

KPIs


Measurable

Measurable

KPIs


Attainable

Attainable

KPIs

KPIs

20 % 5-7%


Realistic relevant

Realistic & Relevant

KPIs

Individual KPIs

Organizational

KPIs Department KPIs

KPIs


Timely or time frame

Timelyor Time Frame

KPIs

KPIs


Performance management

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


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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).


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Performance management system

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 system1

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 .


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Balanced Scorecard

Performance Management System

KPIs

Competencie

360

Compensation and Career Development


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2.

3.

4.

Coaching


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  • //

  • /


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INPUT

PROCESS

OUTPUT/OUTCOME

COMPETENCY

KPIs


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2.

  • HRM


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COMPETENCY : KPIs

80 20

70 30

60 40

50 50

40 60

30 70


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3.

  • 90 =

  • 180 =

  • 270 =

  • 360 = ()


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360


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  • Performance


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

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

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

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

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

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

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

  • ()

  • /

  • ()

  • ()

  • /

  • /


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()...

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

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

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


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()........


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x ()

x ()

=

=

  • %-%

  • %-%

  • %-%

  • -%


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

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

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


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3.

  • Informal Feedback

  • Formal Feedback


Feedback

Feedback


Feedback1

Feedback


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/


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4.

  • Competency Gap

  • (-) level

  • - Competency

    - Managerial style

    - Organizational climate


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( )

()

-KRA

-KPI

- KRA

- KPI


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:


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