The workbook on Performance Management System (PMS) provides guidance and insights into the nuts and bolts of an effective PMS process and implementation. The language used in the workbook is simple to understand.
CONTENTS
1. INTRODUCTION TO A PERFORMANCE MANAGEMENT SYSTEM
Introduction to a Performance Management System
2. COMPONENTS OF A PERFORMANCE MANAGEMENT SYSTEM
KPAs for Role Clarity and KRAs for Accountability
Attributes / Qualities / Traits / Competencies
Self-Appraisal
Performance Analysis
Performance Review Discussion
Performance Ratings
Signature by the Appraisee
Manuals and Guidelines
3. PERFORMANCE PLANNING
Role and Role Clarity
Identifying Key Performance Areas
Converting Key Performance Areas into Objectives or Targets or Goals
Listing down activities or tasks for each of the Objectives or Targets or Goals
Assigning weightages to KRAS
Planning Organisational Support and Development
4. PERFORMANCE ANALYSIS
The Performance Equation
Objectives of Performance Analysis
Methodology
Using Performance Analysis for Counseling and Development Needs
Illustration of a sample performance analysis for a Branch Manager of a Bank
5. BASIC ATTITUDES AND SKILL FOR DEVELOPMENT
Conditions for development
Personal Effectiveness
Self-Awareness and Personal Effectiveness
Interpersonal Feedback6. PERFORMANCE REVIEW DISCUSSIONS
Objectives of a Performance Review Discussion (PRDs)
Steps in conducting a PRD
Guiding principles for PRDs
Performance review discussion and counseling skills practice
7. PERFORMANCE APPRAISAL AND RATINGS
Appraising performance
The Bell curve or process of normalization
Errors in appraisals
8. USING PERFORMANCE MANGEMENT SYSTEMS DATA FOR HR DECISIONS
AND PERFORMANCE IMPROVEMENTS
Development Decisions based on PMS outcomes
Personnel or administrative decisions based on PMS outcomes
REFERENCES
CONTENTS
1. INTRODUCTION TO A PERFORMANCE MANAGEMENT SYSTEM
Introduction to a Performance Management System
2. COMPONENTS OF A PERFORMANCE MANAGEMENT SYSTEM
KPAs for Role Clarity and KRAs for Accountability
Attributes / Qualities / Traits / Competencies
Self-Appraisal
Performance Analysis
Performance Review Discussion
Performance Ratings
Signature by the Appraisee
Manuals and Guidelines
3. PERFORMANCE PLANNING
Role and Role Clarity
Identifying Key Performance Areas
Converting Key Performance Areas into Objectives or Targets or Goals
Listing down activities or tasks for each of the Objectives or Targets or Goals
Assigning weightages to KRAS
Planning Organisational Support and Development
4. PERFORMANCE ANALYSIS
The Performance Equation
Objectives of Performance Analysis
Methodology
Using Performance Analysis for Counseling and Development Needs
Illustration of a sample performance analysis for a Branch Manager of a Bank
5. BASIC ATTITUDES AND SKILL FOR DEVELOPMENT
Conditions for development
Personal Effectiveness
Self-Awareness and Personal Effectiveness
Interpersonal Feedback6. PERFORMANCE REVIEW DISCUSSIONS
Objectives of a Performance Review Discussion (PRDs)
Steps in conducting a PRD
Guiding principles for PRDs
Performance review discussion and counseling skills practice
7. PERFORMANCE APPRAISAL AND RATINGS
Appraising performance
The Bell curve or process of normalization
Errors in appraisals
8. USING PERFORMANCE MANGEMENT SYSTEMS DATA FOR HR DECISIONS
AND PERFORMANCE IMPROVEMENTS
Development Decisions based on PMS outcomes
Personnel or administrative decisions based on PMS outcomes
REFERENCES