Performance Development Five Key Premises People want to become better at what they do, they want to expand their knowledge, skills, abilities and experience THEY WANT TO BECOME MORE COMPETENT Success is an important factor in performance because it is contagious. PEOPLE WANT TO BE SUCCESS
Continue: People like to be acknowledge and recognized for what they do,and for the contributions they make. PEOPLE WANT TO BE APPRECIATED FOR THEIR EFFORTS! Individuals have a desire to improve themselves through ongoing learning and to increase their own effectiveness. THEY WANT TO LEARN, DEVELOP AND GROW! Lastly, in their efforts and their work PEOPLE WANT TO MAKE A CONTRIBUTION!
ความสัมพันธ์การประเมินผลการ ปฏิบัติงานกับการบริหารงานบุคคล People Development PA &HRM Relationship Merit Increase Promotion Transfer
Target Setting Process - Employee commitment Manager cascade Corporate Business Direction Employee translate business direction into appropriate individual Performance Target Employee and manager discuss and agree on performance target Employee commitment his/her KPI
SMART Objectives Stretch- stretch individuals to contribute to competitive advantage Measurable-Identify specific metrics ( quality, quantity, cost etc.) that let some one know that the employee has been successful Aligned with: Company ‘s overall business objectives Realistic –Challenging but attainable Time bound- Show Time that is the finish date.
Work Shop- SMART Goals 5 Minutes Discuss in Group Select one for present to all participants Role Play a KPI setting session on SMART and writing the KPI Give feedback to your partner at your table
Summary Both the manager and the employee use SMART criteria for setting effective KPI Quality KPI are critical to an effective Performance Management Clearly defined KPI( objectives) help to differentiate performance KPI (Objectives) should support the team objectives KPI should be revisited during the year.
เครื่องมือในการประเมินผล และ ปรับปรุง การปฏิบัติงาน (Performance Appraisal & Improvement Plan) Corporate Key Success Factors Weighting KSF by Position Performance Appraisal Form by Position Performance Appraisal Feed back technique Performance Improvement Plan KPI should be revisited during the year.
Work shop- Weighting Performance Factor – Work in group Choose KSF Choose Position to design Weighting Key Success Factor Weighting for KSF by position Presentation your Group results to all Participants