Presentation1 - PMRS

7/31/2019 Presentation1 - PMRS

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Presentation -Articles onPerformance Management and Reward

system


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The Articles

Getting The Performance Appraisal Righthttp://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/

Performance Management System

An effective strategy to evaluate employees

http://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspx

Performance ReviewsTheyre Pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointless

Rewards Special: Intangible Benefits

http://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefits
http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://peoplematters.in/articles/focus-areas/managing-and-rewarding-performance/rewards-special-intangible-benefitshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.businessweek.com/articles/2012-03-01/performance-reviews-they-re-pointlesshttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.dashboardinsight.com/articles/business-performance-management/performance-management-system.aspxhttp://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/http://www.empxtrack.com/blog/04/getting-the-performance-appraisal-right/


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What is Performance Management?

Performance management includes activities thatensure that goals are consistently being met in an

effective and efficient manner.

Performance management can focus on theperformance of an organization, a department,

employee, or even the processes to build a product

or service, as well as many other areas.


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Performance Management Cycle


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Planning:

Set Goals

Establish and communicate elements and standards.

Monitoring:

Measure Performance

Provide Feedback

Conduct Progress Review


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Developing:

Address Poor Performance

Improve Good Performance

Rating:

Summarize Performance Assign the rating of record

Rewarding:

Recognize and Reward good performance


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Reward Management

Managing our revenues in an equitable justified, justifiedand consistency in distributing rewards to achieve the

objectives of the organization.

Rewards depend upon:

Strategy

Change

Performance


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Objectives of Reward Management:

Motivation

To retain knowledge

Attract and development

Employee Engagement Shaping the performance culture

Psychological contract


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Total Reward System

Base Pay

Contingentpay

Variable Pay

Benefits

Recognition

Careergrowth

Authority

Work lifebalance


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Getting The Performance Appraisal Right

Most companies want to appraise their employees on a

periodic basis and their Human

Resources department is generally have often seen

that the buy-in and participation from the Linemanagers is not as much as one would expect.

Based on my meetings with a large number of HR

managers, Line Managers & Senior Level

Executives, I have come to realize that there is muchmore to a Performance Appraisal than what is truly

understood by all stake holders


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How Hr Manager can create a performance

appraisal system?

Define the objectives

Understand the process

Communicate ,communicate & communicate

Timely completion is must

Technology as an enabler


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Performance Management System

An effective strategy to evaluate employees Strategy to evaluate employee performance

Usage of performance management system

What is LMS Using LMS (learning management system) to

evaluate performance .

Usefulness of performance management system


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Performance ReviewsTheyre PointlessPosted by: Sandeep Banerjee on Feburary10, 2012

Tangible Benefits

Intangible Benefits

Tangible benefits

Medical reimbursements, health insurance and paid

leaves, focus on employee welfare, career

developmentIntangible benefits

The organization culture, environment and people

infrastructure


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Rewarding employeesIntangibly in

Edenred

Communicating the organizations goals and

objectives

Aligning the learning and development with the

employees aspiration. Involving employees in CSR Activities, therefore

building emotional connect.

De-layering hierarchies and becoming more

accessible thus creating trust and empoweringemployees.

Online Web portal where employees can login and

interact.


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Other benefits :

Employee Assistance Programs for stress issues

Emotional counseling to employees

Employee Assistance Programs

Health & Wellness Vouchers

Healthy meal at workplace Childcare facility


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Performance ReviewsTheyre PointlessPosted by: Liz Ryan on March 01, 2012

Do we really need to tell employees where they excelled andwhere they fell down over the past yearand does it help

them when we do?

Here are top three reasons for making mandatoryperformance reviews extinct in 2012:

Managers and employers waste hours filling out forms

and comparing notes in awkward sit-down meetings,

only to get up and do the very same things they were

planning to do anyway.

Theres no evidence that performance reviews improve

productivity.


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HR wants the performance review to justify the

employees salary increase.

Someone else wants the performance review to

pinpoint the employees training needs, and so on.

Performance reviews reinforce the twisted view thata managers job is to sit in judgment on his

employees. Your employees know how to do their

jobs, and if they dont, why are you waiting to tell

them?


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Is Reward Enough for Employee

Engagement?

Posted by: Simon Gluyas on April 01, 2010

Why employee engagement is necessary?

It makes employee committed and proud of their

organization

The employee serve as an advocates and recommends

as a good place to work

Employees are more loyal, thus reducing the costsassociated with high turnover

They work harder and smarter


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Employee Engagement

A Psychological Affiliation

It is about creating a psychological affiliationwith theorganization so that employees feel that what they do is

more than just a job

The factors that tend to contribute to this psychologicalaffiliation include:

confidence in the organizations future

support for work-life balance

career development and training, valuing and recognizing employees and

a good relationship with ones manager or leader

The main focus should be on Recognition and not just onReward


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In the end, the conclusion is

Let your employees review themselves.

Instruct the manager to read each employees

one-page self-review and add a few comments.

Make the face-to-face review meeting optional, at

the employees request.

Tell the staff members what youre planning to

pay them for the upcoming year and establish a

new process for goal-setting in a group.

The 2 percent of employees who long for your

guidance know where to find you. The 98 percent

who never wanted it will rejoice.

Documents

Presentation1 - PMRS