Karteikarten
5 Performance Management
Karten in diesem Stapel (9)
- 1AccronymsPM - Performance Management
PA - Performance Appraisal
MBO - Management by Objectives
KRA - Key result areas
CSF - Critical success factors
KPI - Key performance indicators
KPA - Key performance areas - 2What is PM1. An ongoing process
2. Employees do what is necessary
3. Strategy aligned goals
4. Management of employees - 3BACAL - PM involves establishing clear expectations and understanding about the following:1. Employees essential job functions
2. Employees job contributes to org goals
3. Concrete terms, to do job well
4. How the performance will be measured
5. What barriers hinders performance
6. How super & employee will work together - 4Difference between PM and PAPA falls under PM
- PA is a formal interview - current performance
- PA focuses on developmental needs
* PM is day-by-day
* PM is informal & formal - 5Factors that influence individual performance1. Individual
- commitment
- skills
- knowledge
- attitude
- selection
- personality
- ability
2. Relating to the organisation
* leadership
* structures of working units
* systems & procedures
* empowerment
* job design
* rewards - 6Obstacles for performance1. Recruitment & selection
2. Compensation & rewards
3. Feedback & communication
4. Knowledge & skills training
5. Evaluation of measurements
6. Work design & tools - 7Why do performance systems fail?1. Make sense on paper
2. Training of all parties
3. Managers fail to meet with employees - Managers fail to follow PM cycle
4. No consequences
5. Meet regularly - discuss what needs to be done
6. Individual goals are not linked
7. Employees don't understand ...
8. Job competencies are not developed
9. Managers don't use individual goals to drive
10. There are too many goals
11. Complex forms
12. No links between effective performance & reward or recognition
13. Unidentified obstacles to performance
14. No feedback
15. Employees are treated poorly
16. PM seen as separate from day-2-day activities - 8Why is PM seen as a cycle and not a process1. It is a process,
2. but follows a set format,
3. It must start with clarifying expectations
4. Then the cycle is repeated continuously, in sequence - 9PM cycle1. Clarify expectations
2. Plan to facilitate performance
3. Monitor the performance
4. Provide feedback
5. Coach, Council & Support
6. Recognise good performance
7. Deal with unsatisfactory performance
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- Beschreibung
- Degree Office Admin: Behavioral Aspects Karteikarten am 5 Performance Management, erstellt von Luzelda Maré am 26/06/2015.
- Erstellt von
- Luzelda Maré
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