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TRANSCRIPT
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Presentation -Articles onPerformance Management and Reward
system
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The Articles
Getting The Performance Appraisal Righthttp://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/
Performance Management System
An effective strategy to evaluate employees
http://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspx
Performance ReviewsTheyre Pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointless
Rewards Special: Intangible Benefits
http://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefits
http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/ 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What is Performance Management?
Performance management includes activities thatensure that goals are consistently being met in an
effective and efficient manner.
Performance management can focus on theperformance of an organization, a department,
employee, or even the processes to build a product
or service, as well as many other areas.
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Performance Management Cycle
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Planning:
Set Goals
Establish and communicate elements and standards.
Monitoring:
Measure Performance
Provide Feedback
Conduct Progress Review
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Developing:
Address Poor Performance
Improve Good Performance
Rating:
Summarize Performance Assign the rating of record
Rewarding:
Recognize and Reward good performance
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Reward Management
Managing our revenues in an equitable justified, justifiedand consistency in distributing rewards to achieve the
objectives of the organization.
Rewards depend upon:
Strategy
Change
Performance
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Objectives of Reward Management:
Motivation
To retain knowledge
Attract and development
Employee Engagement Shaping the performance culture
Psychological contract
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Total Reward System
Base Pay
Contingentpay
Variable Pay
Benefits
Recognition
Careergrowth
Authority
Work lifebalance
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Getting The Performance Appraisal Right
Most companies want to appraise their employees on a
periodic basis and their Human
Resources department is generally have often seen
that the buy-in and participation from the Linemanagers is not as much as one would expect.
Based on my meetings with a large number of HR
managers, Line Managers & Senior Level
Executives, I have come to realize that there is muchmore to a Performance Appraisal than what is truly
understood by all stake holders
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How Hr Manager can create a performance
appraisal system?
Define the objectives
Understand the process
Communicate ,communicate & communicate
Timely completion is must
Technology as an enabler
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Performance Management System
An effective strategy to evaluate employees Strategy to evaluate employee performance
Usage of performance management system
What is LMS Using LMS (learning management system) to
evaluate performance .
Usefulness of performance management system
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Performance ReviewsTheyre PointlessPosted by: Sandeep Banerjee on Feburary10, 2012
Tangible Benefits
Intangible Benefits
Tangible benefits
Medical reimbursements, health insurance and paid
leaves, focus on employee welfare, career
developmentIntangible benefits
The organization culture, environment and people
infrastructure
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Rewarding employeesIntangibly in
Edenred
Communicating the organizations goals and
objectives
Aligning the learning and development with the
employees aspiration. Involving employees in CSR Activities, therefore
building emotional connect.
De-layering hierarchies and becoming more
accessible thus creating trust and empoweringemployees.
Online Web portal where employees can login and
interact.
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Other benefits :
Employee Assistance Programs for stress issues
Emotional counseling to employees
Employee Assistance Programs
Health & Wellness Vouchers
Healthy meal at workplace Childcare facility
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Performance ReviewsTheyre PointlessPosted by: Liz Ryan on March 01, 2012
Do we really need to tell employees where they excelled andwhere they fell down over the past yearand does it help
them when we do?
Here are top three reasons for making mandatoryperformance reviews extinct in 2012:
Managers and employers waste hours filling out forms
and comparing notes in awkward sit-down meetings,
only to get up and do the very same things they were
planning to do anyway.
Theres no evidence that performance reviews improve
productivity.
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HR wants the performance review to justify the
employees salary increase.
Someone else wants the performance review to
pinpoint the employees training needs, and so on.
Performance reviews reinforce the twisted view thata managers job is to sit in judgment on his
employees. Your employees know how to do their
jobs, and if they dont, why are you waiting to tell
them?
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Is Reward Enough for Employee
Engagement?
Posted by: Simon Gluyas on April 01, 2010
Why employee engagement is necessary?
It makes employee committed and proud of their
organization
The employee serve as an advocates and recommends
as a good place to work
Employees are more loyal, thus reducing the costsassociated with high turnover
They work harder and smarter
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Employee Engagement
A Psychological Affiliation
It is about creating a psychological affiliationwith theorganization so that employees feel that what they do is
more than just a job
The factors that tend to contribute to this psychologicalaffiliation include:
confidence in the organizations future
support for work-life balance
career development and training, valuing and recognizing employees and
a good relationship with ones manager or leader
The main focus should be on Recognition and not just onReward
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In the end, the conclusion is
Let your employees review themselves.
Instruct the manager to read each employees
one-page self-review and add a few comments.
Make the face-to-face review meeting optional, at
the employees request.
Tell the staff members what youre planning to
pay them for the upcoming year and establish a
new process for goal-setting in a group.
The 2 percent of employees who long for your
guidance know where to find you. The 98 percent
who never wanted it will rejoice.