performance management is:

while performance appraisal is:

Salient Features Of Modern PMS

1. It is aligned with the overall company objectives.
2. The under-pinning principle is dialogue and continuous discussions between manager and direct reports- (employee is deeply involved in the
whole process).
3. PM then became a shared responsibility and no longer a top-down process.
4. It is a contractual agreement between manager and direct reports.

Telesom Vision, Mission and Core Values

Vision:

To be the leader in providing innovative ICT solutions

Mission:

To enrich the lives of our community by providing highest quality and affordable digital services through innovative technology and dedicated workforce.

Core Values

a) Integrity.
b) Professionalism.
c) Teamwork.
d) Innovative.
e) Customer-Centric.

• Why Manage Performance?

Key Objectives of Performance Management

Enhance Communication:
Encourage two-way dialogue, clarify expectations, and promote transparency.

Improve Performance:
Identify barriers to success and ensure goals align with organizational priorities.

Develop Talent:
Support employees in gaining new skills and advancing in their careers.

Inform Personnel Decisions:
Use performance data to guide decisions on promotions, training, disciplinary actions, and other HR matters.

The results of the evaluation may be used to support personnel decisions.

Performance management plays a crucial role in guiding personnel decisions by:

1.Increased communication

• Enabling two-way dialogue between employees and supervisors
• Providing a forum for employees to seek and receive feedback on their performance and development
• Communicating and reinforcing organisational values and priorities

2.Improved performance

• Clarifying job expectations/objectives
• Identifying and eliminating obstacles to outstanding performance
• Aligning individual goals with organisational goals

3.Enhanced employee development

• Identifying areas for possible job enrichment and movement within career paths
• Structuring performance expectations/objectives to allow for new skill development

4. Support personnel decisions

• Recognise exceptional or outstanding performance
• Manage the performance improvement process

5. Decisions based on performance may include:

• Extension of probation
• Awarding of Merit System status
• Eligibility for annual increment
• Reduction in Force
• Recognition and awards
• Terminations and adverse actions
• Work assignments
• Training and career development opportunities