PERFOMANCE INDICATORS FOR

DIFFERENT LEVELS OF MANAGEMENT

PRESENTED BYNEENU BABU

NEETHU SSATHMA S

Introduction

Performance management is intend to establish high performance culture in which individuals and teams take responsibility for the continuous improvement of business process and for their own skills and contributions within a frame work provided by effective leadership

Role of Top Managers

• Design policies• Help in convincing the line managers• Help in higher performance

• Communicating an organization’s mission and values• Defining the work expectation and communicating it• Keep the employees informed

Role of Line Managers

• By providing leadership from the top• By communicating with the line managers

about the importance of performance• Maintaining Simplicity• Reducing the pressure of line managers• Involving the line managers in design and

development

Performance management and Line Managers• Preparing roles and profile• Defining goals• Identifying and using performance measure• Giving and receiving feedback• Taking part in review meeting• Identifying learning needs and preparing and

implementing personal development plans• Diagnosing and solving performance problem• Coaching

Approaches to motivation

• Provide leadership from the top• Communicate• Keep it simple• Reduce the pressure• Involve• Encourages

Role of employes

• Actively participate in formulating performance agreements.• Participate in 360 degree assessment

schemes.• Discuss their roles and competencies.• Define objectives.

Role of HR

• HRM strategies are reformed recently by Indian companies.

• Hr department is closely working with the management, and all major functional departments in organization.

Feedback Management

• Feedback is the provision of information to people on how they have performed in terms of results , events , critical incidents and significant behaviours.• Feedback can be positive , constructive and

negative.

Guidelines on providing feedback• Build feedback in to the job.• Provide feedback on actual events.• Describe, don’t judge.• Refer to and define specific behaviours.• Ask questions

• Elect key issues.• Focus• Provide positive feedback• Provide constructive feedback• Ensure feedback leads to action• Define good work or behaviour

360- degree feedback

• It is a process which someone’s performance is assessed and feedback is given by number of people who may include their manager, subordinate, colleagues and customers.

Steps in 360 degree feedback

1. Define objectives2. Decide on recipients3. Decide on who will give the feedback4. Decide on the areas of work and behavior5. Decide on the method of collecting data6. Decide on data analysis and presentation7. Plan initial implementation programme8. Analyze outcome of pilot scheme9. Plan and implement full programme10. Monitor and evaluate

Benefits of 360 degree feedback• Increased employee self awareness• Enhanced understanding of behaviors

needed to increase individual and organizational performance• The creation of developmental activities

that are more specific to the employee• Increased involvement of employees in all

level in a hierachy

Contd…

• It gives a people more rounded view of their perfomance• Increased awareness of relevance of

competencies• Increased awareness by senior

management that too have development needs

conclusion

The success of performance management practices in any organization depends upon the commitment and involvement of different stake holders like top management, line managers, employees and HR specialists