YANBU UNIVERSITY COLLEGE
Women’s Campus
Compensation & Performance Management
HRM - 322
Module 1(b): Performance Management Process
Course Facilitator: Shuana Zafar Nasir
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Module Overview
Prerequisites
Performance Planning
Performance Execution
Performance Assessment
Performance Review
Performance Renewal and Re-contracting
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Performance management Process - An overview
• Performance management is an ongoing process
• Performance management does not take place just once
in a year.
• Performance management is a continuous process that
includes several components.
• These components are closely related to each other, and
the poor implementation of any of them has a negative
impact on the performance management system as a
whole
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1) Prerequisites
A. Knowledge of the organization’s
mission and strategic goals
B. Knowledge of the job in question
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A. Knowledge of mission and strategic goals
• Strategic planning
– Purpose or reason for organization’s
existence
– Where organization is going
– Organizational goals
– Strategies for attaining goals
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B. Knowledge of the job
• Job analysis of key components
– Activities/Tasks
– Products/Services
– Processes
• KSAs required to do the job
– Knowledge
– Skills
– Abilities
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Job Analysis
- Job Description
• Job duties, job activities that a person is
required to perform at the workplace.
- Job Specification
• Skill, expertise, experience required to
perform the job at the workplace.
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2. Performance Planning
Employees should have a thorough knowledge
of the performance management system.
Performance planning includes consideration
of;
Results
Behaviors
Development plans
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2.1. Performance Planning - Results;
- Result refers to the outcomes an employee
must produce.
- Results include;
Key Accountabilities: Broad areas of a job for
which the employee is responsible.
Specific Objectives: the statement of outcomes
Performance Standards: A yardstick to evaluate
how well employee have achieved each objective.
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2.2. Performance Planning – Behaviors;
How a job is done
Behaviors discuss or talk about
competencies
Example of competencies are written or oral
communication, creative thinking etc…
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2.3. Performance Planning - Development Plan;
What are the areas for improvement
Goals to be achieved in each area of
improvement
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3. Performance Execution – Employee Responsibilities
Commitment to goal achievement
Ongoing requests for feedback and coaching
Communication with supervisor
Collecting and sharing performance data (employee
should provide regular updates on progress)
Preparing for performance reviews ( employee
should engage in an ongoing review so that
immediate corrective action can be taken if
necessary)
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Performance Execution - Manager Responsibilities
• Observation and documentation
• Updates (as organization’s goal may change, it is important
to update and revise initial objectives and standards)
• Feedback (regular feedback should be provided)
• Resources (supervisors must provide employees with
resources and opportunities to participate in developmental
activities)
• Reinforcement (Supervisors must let employees know that
their outstanding performance is noticed by reinforcing
effective behaviors)
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4. Performance Assessment
• In this phase, both the employee and the manager are
responsible for evaluating the extent to which the desired
behaviors have been displayed, and whether the result
have been achieved
• Multiple assessment are necessary
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5. Performance Review
This stage involves the meeting between the employee
and manager to review their assessments (called
appraisal meeting or discussion)
• Past
– Behaviors and results
• Present
– Compensation to be received
• Future
– New goals and development plans
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Six Steps for Conducting Productive Performance Reviews
1. Identify what the employee has done well and
poorly by citing positive & negative behaviors.
2. Ask feedback from employee about these
behaviors. Listen for reactions and explanations.
3. Discuss the implications of changing, or not
changing, the behaviors
4. Explain how skills used in past achievements can
help overcome any performance problems
5. Agree on an action plan
6. Set a follow-up meeting
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6. Performance Renewal and Re-contracting
• This component is identical/ similar to the performance
planning stage.
• This component uses information gathered during the
review period to make adjustments as needed.
• For example; some new competencies may be included.
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Performance Management Process – Summary of Key Points
Ongoing process
Each component is important
If one is implemented poorly, whole system suffers
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THE END
Q&A
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