Performance

Management

• Shinza Upadhyay• Sharad Neupane• Soni Manandhar• Manish Ghimire• Sajana Maharjan

How is the Performance Review conducted?

How do you rate, how your employee has worked?

If you do not measure their performance correctly?

What will happen?

New Route New Start

Global Trend on Performance ManagementAdobe

1. Abandoned annual appraisals2. Constructive and positive frequent feedback

RESULT: increase in employee engagement, with voluntary turnover decreasing by 30% since check-ins were introduced.

DeloitteScrapping once-a-year performance reviews in 2015

360 degree feedback and objective cascading.

Processes were consuming 2 million hours a year across their

Organisation.

Deloitte’s new process :

Weekly discussions and feedback

Quarterly reports

Feedback both ways

General ElectricOld system- RANK and YANK System - employee appraisal once a year

Bottom Scoring- 10% were fired

In 2015 GE announced that it was replacing this approach with frequent feedback and regular conversations called ‘touchpoints’ to review progress against agreed near-term goals.

This is supported by an online and mobile app, similar to our own Clear review app, which enables employees to capture progress against their goals, give their peers feedback and also request feedback.

Performance Management in Practice: A Comparative Study of Executive Agencies Christopher Pollitt Erasmus University RotterPublished By Oxford Journal Press

Performance management practices in four functions across four European Union member states (Finland, the Netherlands, Sweden, and the United Kingdom).

Purpose of the study (Objective)

1. Performance conceptualisation and measurment2. Extent of performance management3. Check how ministry of 4 countries conducted performance

management.4. Variation of performance management system in three countries.

Methodology

Eighty-four semistructured interviews were conducted with more than ninety senior manager

There was also a good deal of email communication and informal conversation with officials in the various agencies and ministries concerned

FindingsPerformance Measurement in countries

In UK: Performance-related pay and transparent public reporting of targets and achievement

Sweden, Netherlands: Performance measurement is accepted as a legitimate

modem technique, but it is used within a more negotiate, consensus-seeking cultural related climate

Swedish managers -describe the organizations' performance in terms of maintaining inter stakeholder relationships

British counterparts more readily focused on their specific targets and indicators.

Private Sector in NepalBank Of Kathmandu Lumbini Limited

HR Manager: Mr. Deepak Gautam

Number of Employees: 764

Performance Review: Annually

Promotion: 2 years based on rating

90 degree rating system (Superior and self appraisal)

Verisk Information Technologies

HR Manager: Mrs. Kusum Shree Niroula

Number of Employees: 350

Use of Software as a part of PMS

Performance review: Yearly Basis

Salary Increment: Annually

UNOPS

PERFORMANCE MANAGEMENT REVOLUTION

1.Target not met in the particular quarter in transferred to another.

2. Gender Biased Evaluation

PROBLEMS

• Role Justification

• Team collaboration

• Flexibility

• Continuous timely feedback

• 360 Degree feedback

• Continuous Performance Review

SOLUTIONS

S.N. On the basis of

Performance Management system

Performance Appraisal

1 Process Strategic, integrated,goal oriented

Formal system Review of performance

2. Timing Continuous review. Last step of performance management process. Quarterly, Semi-annually or Annually

3 Feedback Ongoing Lacks ongoing feedback. Asesses strength and weakness of employees.

3. DONE BY Line managers HR

PERFORMANCE MANAGEMENT SYSTEM VS PERFROMANCE APPRAISAL

Techniques for Appraising Performance

Job-Standard oriented

Comparison Oriented

Objective oriented

• Graphic Rating Scale Method

• Critical Incident Method

• Forced Distribution Method

• Essay• Behaviorally

Anchored Rating Scales

• Alternation Ranking Method

• Paired Comparison Method

• 360 degree feedback

Management by Objective(MBO)MBO is based on how well time bound objective has been achieved

NEPALI CONTEXT• Low priority to PMS

• Informal and subjective:

• MBO is not practised

• Promotion-oriented purpose

• Lack of transparency

Interview Video and Questions With Rajan Dahal- CEO of Software Foundation

Interview Video With Branch Manager of BOKL- Nitesh Man Baisye1. ARE YOU SATISFIED WITH THE PERFROMANCE MANAGEMENT SYSTEM IN YOUR ORGANISATION?

2. WHAT ARE THE REASONS THAT YOU CANNOT GIVE GOOD GRADE TO YOUR JUNIORS?

3. HOW IS PERFROMANCE APPRAISAL DONE IN YOUR ORGANISATION?

Video Interview with Narayan Das Manandhar- GM of National Ice-cream Industries

Features of effective performance management systemSupport by executives at all levels

Important part of the strategic management processes of the organization.

Effectiveness of the performance management system is the goal setting process.

Current Trend on Performance Management

FUTURE OF PERFORMANCE MANAGEMENT• Real-time feed back

• Tailored approach

• Team-centric goals

• Integration

• IT based performance management system

• Big Data and analytics

• Talent management instead of performance management

Video Related to Performance Management