PERFORMANCE MANAGEMENT IMPLEMENTATION

Critical Success Factors

Clear shared strategic vision & objectives supported by business plans Translation of organizational vision in to operational realities Existence of user friendly policies and internal business processes for interdepartmental integration Existence of requisite knowledge, skills and capabilities of employees and management across the organization An unerring commitment on the part of the organization's leadership to HRs development and performance as a strategic imperative

Bottleneck in the implementation of PM

Lack of Mgt commitment Lack of performance oriented culture Lack of proper Mgt tools and techniques Lack of ownership Lack of flexibility of the system

Strategies for effective implementation of Performance Mgt

Top Mgt agreement, commitment and leadership Building a performance oriented work culture Quality of work life Work Life Balance Future growth opportunities Tangible awards Enabling environment Inspirational Values

Strategies for effective implementation of Performance Mgt

Managers Participation and Accountability Training & Feedback Benchmarking best practices Declining reward administration system Communication and feedback Information Infrastructure Organizational behavior improvement

Designing High Performance work system

Job Design Flexibility Innovation Health & Safety Mgt Knowledge & Skill Sharing Reward and compensation Empowerment Work Life Balance Employee Involvement Creativity

Suggestion Systems
Training & development Talent Mgt

Organizational Alignment
Customer Focus Rapid Responses

Team Work & Cooperation

Setting SMARTER objectives

SPECIFIC MEASURABLE ATTAINABLE REALISTIC TIME BASED EXCITING REWARDED

Factors affecting effective use of PM

Corporate Culture Alignment Review and update Communication & reporting Involvement of employees Reward linkage Mgt Leadership and commitment

Operationalizing Change through PM

Critical Dimentions
Culture Skills Teams Strategy Performance Mgt

Tools
Improving organisation Focus Improving Collaboration Improving Communication

Out come
Alert to signals of Change

A space for Dialogue

Improve new behaviour

Techniques to Keep the momentum of change going

Aliging systems of reward & recognisation Feedback Performance result to the employees Achieving some quick wins Celebrating achievement Creating meaning through symbols of new change Ensuring Managers walk the talk Operationlising Change Aligning recruitment & selecton criteria

Concept of High Performance Teams

Highly Adaptive Difficult to build Expensive to maintain Glorious to behold

Characteristics of High Performance Teams

Participative Leadership Aligned on purpose and leadership Task Focussed Shared responsibility Innovative Problem Solving Communicate Responsive

Determinants of High Performance Teams

Commitment Trust Purpose Communication Involvement Process orientation

Behavioural Attributes of a high Performance Team

People who seek better methods are respected People experience mutual respect in work place Teams value members suggestion Co workers produce ideas to help solve problems Problems with the way team does its work are addressed in the team itself

Behavioural Attributes of a high Performance Team

People can discuss problems without fear of looking stupid to co workers Interpersonal conflicts are handled in the team Difference of opinion about how to get the work done are disscussed openly and resolved Every one shares the resposiblity for the results of the tasks