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Performance Management at ABC Ltd.

The document discusses performance management at ABC Ltd, a company with 60 employees and an informal, competitive culture. It describes the difference between PAS, which emphasizes relative evaluation annually, and PMS, which focuses on continuous performance evaluation involving line managers and HR. The company's PMS process involves setting SMART objectives, annual and mid-year reviews, assessing performance factors like teamwork and leadership, and using a 360 degree method with weighted assessments. Underperformers receive skill development and high performers are rewarded with salary increases, bonuses, and promotions.

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Priya Beniwal
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9 views14 pages

Performance Management at ABC Ltd.

The document discusses performance management at ABC Ltd, a company with 60 employees and an informal, competitive culture. It describes the difference between PAS, which emphasizes relative evaluation annually, and PMS, which focuses on continuous performance evaluation involving line managers and HR. The company's PMS process involves setting SMART objectives, annual and mid-year reviews, assessing performance factors like teamwork and leadership, and using a 360 degree method with weighted assessments. Underperformers receive skill development and high performers are rewarded with salary increases, bonuses, and promotions.

Uploaded by

Priya Beniwal
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Presented by: Priya Beniwal Sneha Bajpai Vijaya Reddy

Introduction of Company
Company Name: ABC Ltd.
No. of employees: 60 Culture: Informal and competitive.

Contd

Performance Management A management process for

ensuring employees are focusing their work efforts in ways that contribute to achieving the agencys mission. It consists of three phases: (a) setting expectations for employee performance, (b) maintaining a dialogue between supervisor and employee to keep performance on track, and (c) measuring actual performance relative to performance expectations.

WHY MEASURE PERFORMANCE ?


Because: What you cannot measure you cannot improve. If you cannot improve you cannot grow. Measurement helps in objectively differentiating between performers and non performers. Pay for performance is possible only through metrics.

PAS & PMS


PAS:
Emphasis is on relative

PMS:
Emphasis is on performance

evaluation of individuals Annual exercise Rewards & recognition of good performance Designed & monitored by HR department Ownership is mostly with the HR dept.

of individuals, team & organization. Continuous process Performance rewarding may or may not be integral part Designed by HR dept. but monitored by respective dept. Ownership is with the line managers, HR facilitates its implementation

Culture
Competitive
Informal Flexi-time

No communication barriers
Democratic management style

Philosophy
Yearly appraisal
Merit based and not seniority based Ranking method

Welcoming ideas

Methodology
360 Degree
Graphing rating method Ranking method

Management by objective(MBO)
Critical incident method

Strategy for communicating new PMS


Step ladder policy
Quarterly Conference meeting Informal communication

Review discussion session


Quality circle

Process of PMS
Planning:
Setting objective based on SMART it is favorable for

the company on the basis of cost, time and quality feedback about the performance.

Execution
Annual reviews in the months of May every year.
Midyear or quarterly light review to ensure feedback is

regular and any corrective measures required are identified early.

Assessment
Current performance & future potential
Team player Leadership quality

Honesty, ethics, credibility

Assessing by 360 degree method


40% weight is given to the immediate boss.
20% weight is given to colleagues. 20% weight is given to sub-ordinates.

20% weight is given to self-assessment.

Continued
Review discussion session is held.
There is a skill-development session for under

performers. Reward delivering: Employees with good ratings are rewarded by salary increases , incentives , bonuses & promotions.

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