ASSIGNMENT

On
PERFORMANCE MANAGEMENT

TOPIC- Measuring the Performance or Managing the

Results

SUBMITTED TO:
SUBMITTED BY:

MRS. PARVEEN MAAN RAKESH

MALIK

(FACULTY OF M.B.A)
09/MBA/36

If one adopts a results oriented approach, one needs to ask the

following key questions:

• What are different areas in which this individual is expected to focus

efforts (Key accountabilities)?

• Within each area, what are expected objectives?

• How do we know well the results have been achieved (Performance

standards)?

Key responsibilities are broad areas of a job for which the employee is
responsible for producing results. A discussion of results also includes
specific objectives that the employee will achieve as part of each
accountability.

Objectives are statements of important and measurable outcomes. A

performance standard is a yardstick used to evaluate how well employee
has achieved each objective. It provide information on acceptable and
unacceptable performance regarding quality, quantity, cost and time.
Organisations that implement a management by objectives (MBO)
philosophy are likely to implement performance management systems,
including objectives and standards.
DETERMINING ACCOUNTABILITY:
Collect information about the job is the first step in determining
accountabilities. The primary source is job description that has resulted
from the job analysis. Each of these accountabilities is a broad of the job
for which the employee is responsible for producing the results.

After the accountabilities have been identified, we need to determine their

relative degree of importance. To understand this issues, we need to ask
the following questions:

• What percentage of the employee’s time is spent performing each

accountability?

• If the accountability were performed inadequately, would there be a

significant impact on the work unit’s mission?

• Is there a significant consequence of error?

KEY ACCOUNTABLITIES
1. Procees Leadership
2. Supervision of non-exempt Staff
3. Coaching
4. Team-building Consultation
5. Assessment instrument Feedback
6. Product Improvement

DETERMINING OBJECTIVES:
The next step in measuring results is to determine specific objectives.
Objectives are statements of an important and measurable outcome that,
when accomplished, will help ensure success for the accountability. The
main purpose is to identify a limited number of highly important results
that, when achieved, will nave dramatic impact on the overall success of
the organisation. Reward should be allocated to those employees who
have reached their objectives.

CHARACTERISTICS OF
GOOD OBJECTIVES
1. Specific & Clear
 2. Challenging
3. Agreed Upon
4. Significant
5. Prioritized
6. Bound by Time
7. Fully Communicated
8. Flexible
9. Limited in Number
10. Achievable

DETERMINING PERFORMANCE STANDARDS:

The next step is to define performance standards. These are yardsticks
designed to help people understand to what extent the objective has been
achieved.

Each of these aspects can be considered criteria to be used in judging the

extent to which an objective has been achieved:

• Quality: how well the objectives have been achieved. This includes usefulness,
responsiveness, acceptance rate, error rate & feedback from customers.

• Quantity: how much has been produced, how many, how often and at what
cost.

• Time: due dates, cycle times and deadlines.

Standards must include an action, the desire result, a due date, and some
type of quality or quantity indicator.

In writing standards, consider the following features that often determine

whether one has useful standards:

Characteristics of Good Performance Standards-

1) Related to the position.

2) Concrete, specific, and measureable.

3) Practical tom measure.

4) Meaningful.

5) Realistic & achievable.

6) Reviewed regularly.