Employee performance seminar
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Transcript of Employee performance seminar
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