Performance Management and Appraisal Systems

3.

Performance Planning and Goal Setting

3.1.

Strategic Alignment

3.1.1.

Organizational Strategy Connection

3.1.2.

Goal Cascading Process

3.1.3.

Individual Alignment

3.1.4.

3.1.5.

3.1.6.

Accountability Framework

3.2.

Performance Dimensions

3.2.1.

Task Performance

3.2.1.1.

Job-Specific Duties

3.2.1.2.

Core Responsibilities

3.2.1.3.

Quality Standards

3.2.1.4.

Quantity Expectations

3.2.1.5.

Technical Competencies

3.2.2.

Contextual Performance

3.2.2.1.

Organizational Citizenship

3.2.2.2.

Teamwork Behaviors

3.2.2.3.

Initiative Taking

3.2.2.4.

3.2.2.5.

3.2.3.

Counterproductive Performance

3.2.3.1.

Attendance Issues

3.2.3.2.

3.2.3.3.

Negative Behaviors

3.2.3.4.

Policy Violations

3.3.

Performance Standards

3.3.1.

Standard Development

3.3.2.

Measurability Requirements

3.3.3.

Communication Methods

3.3.4.

Minimum Performance Levels

3.3.5.

Superior Performance Levels

3.3.6.

Benchmark Establishment

3.4.

Key Performance Indicators

3.4.1.

KPI Identification

3.4.2.

Quantitative Indicators

3.4.3.

Qualitative Indicators

3.4.4.

Business Outcome Linkage

3.4.5.

Measurement Methods

3.4.6.

Tracking Systems

3.5.

Goal Setting Theory and Practice

3.5.1.

Theoretical Foundations

3.5.2.

Motivational Principles

3.5.3.

Goal Characteristics

3.5.4.

SMART Goal Framework

3.5.4.1.

Specific Elements

3.5.4.2.

Measurable Components

3.5.4.3.

Achievable Standards

3.5.4.4.

Relevant Connections

3.5.4.5.

Time-bound Parameters

3.6.

Performance Plan Development

3.6.1.

Individual Development Plans

3.6.2.

Employee Participation

3.6.3.

Documentation Requirements

3.6.4.

Tracking Mechanisms

3.6.5.

Review Schedules

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4. Performance Monitoring and Coaching