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Performance management system, presentation,snigdha mishra 111
- 1. PRESENTATION ON THE TOPIC: THE DIFFERENT STRATERGIES OF THE PERFORMANCE MANAGEMENT SYSTEM PRESENTED BY: GUIDED BY: SNIGDHA MISHRA PROF. DR. NAMITA RATH REG.NO. : FMS DEPARTMENT FMS-MBA-2019-21-111 SRI SRI UNIVERSITY
- 2. INTRODUCTION TO PMS : Performance management is a set of processes that managers use to improve employee performance. The aim is to ensure employees always work towards an organisation’s objectives. As a result, managers need the right strategies. This ensures their performance management activities align with the organisational goal. THE PROBLEMS IN THE PMS: There are some statistics that bear these results out: (a) 20% of employees don’t believe they get good performance reviews from their managers. (b) Almost 75% of millennial workers don’t know if they’re performing well. (c) A staggering 95% of managers aren’t happy with their performance review processes. ● This has led to a mistaken belief that performance reviews aren’t valuable. ● It shows that the performance review model isn’t up to a high enough standard.
- 3. Performance Management Strategies : 1 – Defining Expectations : A lack of understanding of the organisation’s objectives leads to a loss of focus. Building the organisation’s vision and aims into your performance management training. Emphasising on what the managers need to deliver from their reviews as they’re the ones delivering these expectations to your employees. It comes down to having a clear organisational vision, Making it something unique that defines the organisation’s future, as well as its present. It reaches all areas of the organisation via the managers’ performance reviews. 2 – Stressing on the Importance of Regular Reviews : Most managers believe that they should hold reviews yearly. Emphasising on the importance of regular review sessions by the mangers. Regular reviews help managers to ensure employees haven’t lost focus. Managers will figure out how to incentivise employees based on performance. This leads to stronger results. The system must dispel the myth that performance reviews aren’t valuable tools. Regular reviews is an idea that festers when you don’t hold reviews often enough.
- 4. 3 – Moving Away From the Lecture Format : If managers don’t communicate well, employee performance doesn’t improve. Focusing the performance management strategy on message delivery. Training managers to understand that reviews are two-way discussions. They’re about employees analysing themselves as well as managers analysing employees. Failing to provide employees with the opportunity to speak damages the review. At worst, it creates resentment. The people feel like they don’t have a voice. That’s what the lecture format does. As soon as something negative comes up, they’ll focus on that. The positive messages get lost, which leads to resentment. 4 – Defining Rating Scales Most performance reviews have rating scales attached. For example, it may ask managers to rate employees on a scale of 1 to 5 on different aspects of their work. Rating scales provide an at-a-glance means of analysing an employee’s performance. But they mean very little if you don’t define the scale itself. Defining what each level of the scale means will help both the managers and the employees.
- 5. 5 – Emphasising a Focus on the Positives : Employees tend to focus on the negatives during their reviews. Once they are offered negative feedback, the positive that follows gets lost. It comes down to how the managers frame their negative feedback. If they only tell employees about something that’s not right, they won’t get a good reaction. Training the managers to focus on the positive steps the employee needs to take to improve. This takes the focus away from the negative issue. Better yet, it fixes the employee’s focus on the actions we need them to take. The managers need to spin negative feedback into positive reactions. 6 – Reviewing The Reviewers : The employees are responsible for reviewing the performance of the managers. How employees work with them influences how they review their team members. Holding reviews in the manner that employees want their managers to hold theirs. It’s also worth doing some role-reversal. Having the managers lead review sessions with the trainers as the employee. This will allow to figure out if they’ve actually adopted these strategies.
- 6. CONCLUSION : ● Those are some of the performance management strategies list for performance reviews. ● Implementing the right performance management strategies for managers and supervisors leads to better results and also remembering, a great manager can always double the capacity of their people. ● These six strategies for effective performance management may seem simple, but they can work wonders when implemented into the company’s day-to-day life. ● Companies should be about the people involved. ● Making the most of their abilities, recognizing where they shine, encouraging them where they need work, and seeing them as full employees, not just cogs, are really how managers can create the right work environment for success.