Performance MONITORING
Performance MONITORING
• Feedback anonymity and rater confidentiality The source of feedback is unknown to an employee and
the inputs of employee’s performance is obtained from different sources and then it is aggregated using a
particular analysis format the feedback and is then provided to the employee.
• More than one rater and different sources Traditionally, a manager would undertake performance
assessment. Multisource feedback involves several individuals who view the employee‘s performance from
different aspects. These aspects may be any or all of those represented below
The most comprehensive type of multi-source feedback is 360-degree feedback, which involves an employee‘s
customer, peer, direct reports, self and manager.
IMPORTANCE OF PERFORMANCE MONITORING
•It helps in realizing the full potential of employees and organization for
excellence in performance.
PROCESS OF PERFORMANCE MONITORING
Performance Monitoring
Check:
Identify gaps in planned performance and Planning assumptions
actual performance Business Context analysis
Define:
Discuss, provide feedback and develop Key Performance
improvement plan. Indicators
Monitoring of performance appraisal systems can be done by using the following methods-
1. Individual contact- This is to find out the implementation status through interviews and
provide guidance wherever necessary. It is preferable to contact all individuals. If the
group is large it may be useful to contact all reporting or reviewing officers or a sample
of them. An interview schedule may be developed.
2. Analysis of Forms: Analyzing the forms received from the employees to find out trends,
problems etc and feeding the data back to line managers for use is another significant
way to monitor. The performance plans/KPSs/Tasks/Targets etc. may be compiled
department wise to see whether there are any missing links KPAs/tasks/targets and how
the parts are adding up to whole.
Monitoring performance planning analysis and
development systems
4. Departmental Review Meetings- Each department could set aside a day or half a day
every year or every six months to review the implementation of performance
management system. In such departmental reviews all the employees may participate.
Commonly experienced difficulties could be identified and technical assistance sought to
help them overcome these.
5.Questionnaire survey: this is a most commonly used and a very useful method. In this
methods a follow up questionnaire is designed and sent to all the employees. The
questionnaire may deal with one aspect or comprehensively deal with all aspects of
implementation.
Annual stock taking is a periodical and annual attempt to continuously assess the
extent of work as well as learning opportunity that have been optimally avail by
the manager. Inputs to stocktaking are provided by performance plans and
monitoring and mentoring records. Stock taking also provides several inputs to
future performance plan. Review in task assignments, task systems and tools are
also possible through stocktaking. An assessment of employee’s development
needs of future tasks and responsibilities is done more realistically to
stocktaking.
PERFORMANCE MANAGEMENT AUDIT