Performance Monitoring

1. Performance Monitoring

2. Performance Monitoring “Performance Monitoring makes contribution in the evaluation of work methods & employee performance.” Performance Monitoring provides- • A description of the specific steps to be taken for continuous performance improvement of the employee on conclusion of performance appraisal. • The names of those personnel who will assist the employee. • A record/document of various correction step taken & result attained. • The effect of the determination on workload and other employees. • Effective utilization of resources of the organization & its work units. • Value creation by employees

3. Performance Monitoring Monitoring of performance entails the analysis of following five areas: • Results successful achievement of job tasks. • Effectivenessaccuracy of performed job task • Progresstowards improvement areas. • Methods & procedures use of improved work methods & better procedures. • Work habits cultivation of right work ethics & attitude.

4. Performance Monitoring • Characteristics of performance monitoring:- • It is a aftermath activity of performance appraisal . • It is a tool to keep employee performance focused as required by the objectives & goal set in performance plans. • It provides opportunities to employee to correct performance regularly by making use of feedback from managers. • It provides training & Development opportunities to employees. • It facilitates career development of employees. • It strengthens relationship b/w mgmt & employees, based on principles of management.

5. Performance Monitoring • Objectives of performance monitoring: • To provide learning, training,& development opportunities to employees. • To improvise individual job performance as well as methods & techniques of measuring performance. • To review the ways of defining agreeing of performance criteria of teams & individual employees at the performance planning level. • To assess commitment & motivational level to accept & realize performance feedback in positive perspectives. • To incorporate change necessitated by external environment & affect over all performance improvement of the organization.

6. DSMC/ATI Performance improvement Model

7. Importance of Performance Monitoring • It provides scope for modification, change & alteration of the existing performance management system. • It helps in reviewing & correcting performance objectives as linked to mission & objectives of the organization. • It identifies areas for competency improvement. • It continually enhances performance of employees. • It helps in realizing the full potential of employees & organization for excellence in performance.

8. Process of Performance Monitoring

9. Employee Performance Feedback Model

10. Employee Performance Feedback Model Input Processes Outcomes Motivation Employee Behaviour Goals Ability & Skills Decision-making process Work- Role Perception Problem Solving process outcomes Resources Work process Performance- Technology Targets

11. Employee Performance Feedback Model Source of feedback Feedback Single source Developing insight Multiple source Enhancing culture change Summative assessment of

12. ONGOING MENTORING & PROTEGE DEVELOPMENT A mentor is an experienced manager who provides guidance to the junior manager or professional & facilitates his/her personal development . • Mentorship is done in two ways: Informally Formally

13. Institutionalizing Mentoring Programme

14. Institutionalizing Mentoring Programme

15. Institutionalizing Mentoring Programme

16. Institutionalizing Mentoring Programme

17. Institutionalizing Mentoring Programme

18. Mentoring program process • Understanding the protégés:- it involves understanding of needs,goals,attitudes & perception of the protégés so as to align it effectively with the objectives of mentoring program. • Reviewing protégé’s Actions and consequences:- Mentoring requires the mentor & protégé to participate in mid-point progress and end-of-program review. • Identifying protégé ‘s Development Needs:-Protégé complete a behavioural assessment tool known as 360 multi-rater assessment tools

19. Mentoring program process • Assigning of Development Plans-Mentor provides protégé’s with developmental assignments to strive for productive goals, develop positive attitude & have a proper perception about himself. • Expanding protégé's mental horizon- • Developing Action Plans-It involves the following steps: A) Agreeing on a goal B) Brainstorm • Ideas • Resources • Activities • Sequencing action steps • Carrying out steps • Achieving goals • Debrief • Hone Reflective Thinking

20. Mentoring program process • Enhancement of Skills- • Developing & Retaining Talented employees- • Building a legacy-

21. Performance Mgmt Documentation Performance management documentation takes place right from the performance planning stage to the performance monitoring stage. The nature of documentation varies at each stage as briefly described below- • Performance Planning- • Enlisting the key performance indicators(KPI)of the work unit. • Determining & enlisting the KPAs for teams. • Identifying, enlisting,& agreeing on KRAs for individual employees. • Enlisting equipments,tools,and support required.

22. Performance Mgmt Documentation • Performance Managing- • Tracking performance plans of the of the individuals,teams,and the department. • Documenting deviations or failures in performance plans. • Enlisting reasons and corrective action plan with accountability of individuals clearly recorded. • Writing results achieved as enunciated in corrective action plans. • Enlisting failure in some targets for reasons beyond the control of individual employee & Manager s.

23. Performance Mgmt Documentation • Performance Appraisal:- • Reviewing performance of employees through a formal appraisal instrument. • Measuring actual performance against targets & recording in the Appraisal instruments. • Assigning score to individual employee in writing to diffrentiate b/w excellent performers & marginal performers. • Providing feedback to the employees on actual performance assessed against performance expectations & obtaining the agreement(or disagreements) • Recommending in writing reward in consonance with performance eveluated.

24. Performance Mgmt Documentation • Performance Monitoring:- • Providing feedback on performance concerns to employees. • Agreeing on a joint action plan for performance improvement and documenting the same reference. • Comparing the progress achieved by employees vis-à-vis joint action plans & noting down the progress report • Sharing the report with employees.If the employee does not show the desired improvement, then performance counselling is given to the employee and the proceedings & commitment noted in a counselling form with the employee’s comments & signature. Cont….

25. Performance Mgmt Documentation • If the employee does not still improve, the defaulting employee may be given warning either in verbally or in writing, specifying the performance concerns & consistent failure of the employee to improve in spite of counselling & support rendered by managers. These warnings are inserted in the personal file of the employee by HR heads. • The final step is the initiation of disciplinary action for terminating the service

26. ANNUAL STOCKING People & organization need each other . Attention should be focused,therefore,on improving the people organization relationship. Performance Mgmt plays a pivotal role in integrating people with their organization through joint goal setting for improved corporate performance . “Performance Mgmt is the property of people who participate in the process not the property of Mgmt.”

27. ANNUAL STOCKING Thomas Gilbert enlists the following factors that affect performance : • Data and information • Resources, Tools,& environmental support. • Consequences,Incentives,and Rewards. • Skills & Knowledge. • Individual capacity • Motivation Therefore, it is critical for organization to assess the utility of their performance mgmt on a periodic basis to identify & ractify various inhibiting factors.One such approach is annual stocking

28. ANNUAL STOCKING “Annual Stocking is a Periodical and annual attempt to continuously asses the extent of work as well as the learning opportunity that have been optimally availed by the employee .” Performance plans, performance monitoring and mentoring several inputs to improve performance plan in future. Review in task assignment, of an employee’s development needs of future tasks and responsibilities is done more realistically during stocking.

29. PERFORMANCE MANAGEMENT AUDIT • This implies that periodically, at least once in a year, the performance mgmt needs to be assessed by HR professionals,managers,the top leadership & the other stakeholders of the organization with the assistance of a consultant/consultancy agency agency, so as to evaluate whether it is serving its intended and/or stated purpose. This technique is known is called Performance Audit.

30. PERFORMANCE MANAGEMENT AUDIT Performance management audit seeks to find answer to the following question which needs to be satisfactory replied at different stages of performance process. Performance Planning • Ways to determining objectives and strategy of the organization. • Ways of linking organizational priorities with departmental performance goal. • Availability of written down job description & job specification. • Ways and means of defining & agreeing performance criteria. • Availability of written records.

31. PERFORMANCE MANAGEMENT AUDIT Performance Managing- • Ways of evaluating progress with respect to performance plan. • Nature of resources and support provided ,as budgeted. • Extent of managerial commitment to develop performance of employees. • Managerial time spent on providing feedback and support of employees. • Availability of written records

32. PERFORMANCE MANAGEMENT AUDIT Performance Appraisal • Method employed to assess the performance of employees. • Technique employed to review performance • Degree of participation and involvement of employees. • Timely completion of appraisals. • Appropriateness of performance counseling provided to the employees. • Extent to linkage with rewards and compensation to performance . • Training & development system in operation in relation to performance management. • Availability of written records

33. PERFORMANCE MANAGEMENT AUDIT • Performance Monitoring- • Effective supervision of employees by managers. • Managerial readdressal of performance concern and timely rectification. • Employee satisfaction for resourcefulness & guidance of managers. • Availability of written records

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