PERFORMACE MANAGEMENT:

G.C. University
Faisalabad

Performance Management:
Performance management process:
The performance management process is a method of management design to
ensure the organization and all of its components are working together to
optimize the organizations goals. Organization components include
departments, employees, processes, teams, and other aspects of an
organization. To achieve this design, performance management process must
address the overall organization performance in conjunction with the
components.
 Performance measurement:
Performance measurement is the process whereby an organization
establishes the parameters within which programs, investments, and
acquisitions are reaching the desired results. This process of measuring
performance often requires the use of statistical evidence to determine
progress toward specific defined organizational objectives.
 Performance Appraisal:
A performance appraisal, employee appraisal, performance review, or
(career) development discussion is a method by which the job performance
of an employee is evaluated (generally in terms of quality, quantity, cost,
and time) typically by the corresponding manager or supervisor. A
performance appraisal is a part of guiding and managing career
development. It is the process of obtaining, analyzing, and recording
information about the relative worth of an employee to the organization.
Performance appraisal is an analysis of an employee's recent successes and
failures, personal strengths and weaknesses, and suitability for promotion or
further training. It is also the judgement of an employee's performance in a
job based on considerations other than productivity alone.
 Performance Rating:
The advantage of using a rating system is that it can more accurately reflect
the actual performance contributions of the individual being rated. The
performance evaluation process, done with care and understanding—helps
employees see how their jobs and expected contributions fit within the
bigger picture of their organization.
 360 Degree Feddback System:
360 Degree Feedback is a system or process in which employees receive
confidential, anonymous feedback from the people who work around them.
This typically includes the employee's manager, peers, and direct reports. A
mixture of about eight to twelve people fill out an anonymous feedback form
that asks questions covering a broad range of workplace competencies. The
feedback forms include questions that are measured on a rating scale and
also ask raters to provide written comments. The person receiving feedback
also fills out a self-rating survey that includes the same survey questions that
others receive in their forms.