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QUALITY PERFORMANCE MANAGEMENT

QUALITY PERFORMANCE MANAGEMENT. Dr. ANANDA KUMAR Professor, Department of Management Studies, Christ College of Engg . & Tech., Puducherry, India. Mobile: +91 99443 42433 E-mail: searchanandu@gmail.com.

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QUALITY PERFORMANCE MANAGEMENT

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  1. QUALITY PERFORMANCE MANAGEMENT Dr. ANANDA KUMAR Professor, Department of Management Studies, Christ College of Engg. & Tech., Puducherry, India. Mobile: +91 99443 42433 E-mail: searchanandu@gmail.com

  2. Performance is understood as achievement of the organization in relation with its set goals. It includes outcomes achieved, or accomplished through contribution of individuals or teams to the organization’s strategic goals. The term performance encompasses economic as well as behavioural outcomes. PERFORMANCE

  3. PERFORMANCE MANAGEMENT Performance management is a way of systematically managing people for innovation, goal focus, productivity and satisfaction. It is a goal congruent win- win strategy. Its main objective is to ensure success to all managees i.e., all task teams who believe in its process, its approach and implementation with sincerity and commitment. The managee’s success is reflected in organisations’ bottom line in terms of achieving its planned goals.

  4. PERFORMANCE MANAGEMENT ‘Performance Management is a means of getting better results from the organisations, teams and individuals by understanding and managing performance within the agreed framework of planned goals and competency requirements.’ It is a process for establishing shared understanding about what is to be achieved and an approach to managing and developing people’. - Armstrong

  5. PERFORMANCE MANAGEMENT Performance management effects four types of integrations namely, Vertical Integration Functional Integration Human Resource Integration Goals Integration

  6. 1. Vertical Integration: Aligning objectives at organisational, individual and team levels and integrating them for effective performance. The individuals and teams agree upon to a dialogue to work within the broad framework of organisational goals and values. 2. Functional Integration: It deals with focusing several functional energies, plans, policies and strategies on to tasks in different levels and parts of the organisation.

  7. 3. Human resource Integration: This ensures effective integration of different subsystems of HRM to achieve organisational goals with optimum performance. These subsystems include people management, task monitoring, job design, motivation, appraisal and reward systems, and training and empowerment. 4. Goal integration: It focuses on arriving at similarity between the needs, aspirations and goals of the managees with that of the goals and objectives of the organisation.

  8. BASIC PRINCIPLES OF EFFECTIVE PM 1. Transparency 2. Employee development and empowerment 3. Values 4. Congenial work environment 5. External environment

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