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BY- Preety, Shilpi
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Know definition of team & popularity of
teams in organization.
Importance of managing team performance
Various types of teams & methods ofmeasurement they can opt.
Challenges associated with design &
implementation of perf. Management
system.
Guideline to design perf. Management
system.
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Design & implement a performance
management system.
Extend principles regarding how to reward
individual & team performances.
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A team is there when 2 or more people
interact dynamically & interdependently &
share common goal, objectives or mission.
Team need not to be:-
1. permanent
2. in same geographic location
3. meet each other.
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Global competition pressure to improve
product & increase productivity.
and to meet need of global customer
teams having members from different part ofworld are required.
Teams provide greater flexibility & helps in
reducing no. of hierarchical level.
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Products & services have become complex
which requires that many people utilize their
diverse talent to the same project.
Teams can respond to changing businessenvironment in a more quick & effective
way.
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Performance management is basically the
measurement of performance of employees
working individually. Team perf. Management is a part of
performance management system & is a
natural extension of individual performance
management system.
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On the basis of:-
Complexity of task (routine to non-routine
task)
Membership configuration (static to dynamic).
TEAMS ARE OF THREE TYPES.
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Work &
service team Project team
Network team
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Dynamic Network
Membership
Configuration Project
Static Work & Service
Routine Non-routine
Task complexity
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TASK :
Engaged in routine tasks including
manufacturing or service task.
MEMBERS:
Include people who have worked
together for some time & know each other
well.
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Assembled for a specific purpose &
expected to disband once their specific task
is completed.
TASKS:Are of less routine & are outside core
production & service of organization
MEMBERS:
From different functional areas&
highly dependent on each other for high level
of specific knowledge.
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TASK:
Extremely non-routine.
MEMBERS:
Geographically dispersed & stay in
touch via telecommunication.
Generally is the combination of
temporary or full time workers, customers,
vendors & even consultants.
Their membership is not constrained
by organizational boundaries.
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WORK & SERVICE TEAM:
Peer rating.
Because peers observe each other·s
performance on daily basis & have similarresponsibilities & familiar with competencies
needed to do the job.
PROJECT TEAM:
In this case performance
should be measured periodically so that
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necessary corrective action could be taken before completion of project. It is so as teamis likely to disband once the project is over.
NETWORK TEAM :
It is difficult to measurespecific outcome of such teams.
Their perf. Measurement emphasizefuture instead of past & focuses on developing individual competencies likeinnovation, adaption, flexibility & problemsolving etc.
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Sometimes firms become more team
based but they do not change the perf.
Measurement system according to the teamwhich present a unique challenge.
The individual reward may motivate
people not to contribute to team
performance.
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How do we asses relative individual
contribution?
How do we balance individual & team
performance?How do we identify individual & team
measures of performance?
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1. PRERQUISTES
2. PERF. PLANNING
3. PERF. EXECUTION
4. PERF. ASSESSMENT
5. PERF. REVIEW
6. PERF. RENEWAL &RECONTRACTING
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Prerequisites:
1. Good knowledge about organisationmission a/c to that team mission decided
that allows employees to make contributeon teamwork. It will have positive impacton org. as a whole .
2. Good knowledge about what a teamsupposed to do &how.
3. KSA needed communication, decision making collaboration that conducive teamperformance.
ex-university department
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It consider result behavior & development
plan at team level. For this «..specific obj.
-team accountability
-performance standard are made.
Ex ² goal to improve internal decision making
process in team. Some individuals have goal
to improve listening skill which help in team
goal.
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Autonomous team solely responsible for
performance execution. Team member need
to take proactive role. When team have a
supervisor then both are responsible
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Peer evaluation, individual performance or
team as whole assessed.
Four dimensions for measuring team:effectiveness , efficiency , learning & growth
, team member satisfaction.
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Two meeting 1st supervisor meets with all
team with all member together.
2nd supervisor meets individually with teammember. Meeting emphasize the past , the
present , the future.
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It uses information gathered during the
review period to make adjustment as need.
Ex-some key accountability may be included. Goals may be adjusted
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