3 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 COMPETENTSuccess is an important factor in performance because it is contagious. PEOPLE WANT TO BE SUCCESS
4 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!
5 ความสัมพันธ์การประเมินผลการปฏิบัติงานกับการบริหารงานบุคคล People DevelopmentPromotionPA &HRMRelationshipMerit IncreaseTransfer
9 Key Performance Indicator Job Description Job Competency Target Commitment –SMART GoalsS tretchM easuringA lignment to BusinessR eallityT ime bound
10 Target Setting Process -Employee commitment Manager cascade Corporate Business DirectionEmployee translate business direction into appropriate individual Performance TargetEmployee and manager discuss and agree on performance targetEmployee commitment his/her KPI
11 SMART ObjectivesStretch- stretch individuals to contribute to competitive advantageMeasurable-Identify specific metrics ( quality, quantity, cost etc.) that let some one know that the employee has been successfulAligned with:Company ‘s overall business objectivesRealistic –Challenging but attainableTime bound- Show Time that is the finish date.
12 Work Shop- SMART Goals 5 Minutes Discuss in GroupSelect one for present to all participantsRole Play a KPI setting session on SMART and writing the KPIGive feedback to your partner at your table
13 SummaryBoth the manager and the employee use SMART criteria for setting effective KPIQuality KPI are critical to an effective Performance ManagementClearly defined KPI( objectives) help to differentiate performanceKPI (Objectives) should support the team objectivesKPI should be revisited during the year.
14 เครื่องมือในการประเมินผล และ ปรับปรุงการปฏิบัติงาน (Performance Appraisal & Improvement Plan) Corporate Key Success FactorsWeighting KSF by PositionPerformance Appraisal Form by PositionPerformance Appraisal Feed back techniquePerformance Improvement PlanKPI should be revisited during the year.
15 Work shop- Weighting Performance Factor – Work in groupChoose KSFChoose Position to design Weighting Key Success FactorWeighting for KSF by positionPresentation your Group results to all Participants