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By this video we can easily understand the Difference between Performance Management & Performance Appraisal.

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Performance Management vs Performance Appraisal ( Differences)

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Rishika
Iceberg
•Skill
What I can do
•Knowledge
My 'reservoir' of knowledge and experience
•Social role
How I see myself in society
•self image
What I value in myself
•Traits
My non conscious patterns of behaviour
•Motives
What excites me
In iceberg
What be seen: Behaviour, language, Appearance, Physical environment
What is unseen: Beliefs/Values, Thought, Emotions, Behaviour, Habits, Circumstances

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GROW MODEL

I found this video very simple and understandable for GROW Model
https://youtu.be/xNLRo3jWPcg

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Purpose of PM -

-It facilitates decisions
-Provide the reward system
-It also serves the organizational   maintenance... then it also support HR decision to meet legal requirements like- documentation, communication.

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Performance management is a communication process by which managers and employees work together to plan, monitor and review an employee's work objectives and overall contribution to the organization.... Performance management is a continuous process of planning, coaching and reviewing employee performance.
https://youtu.be/KcGhX7Htk9U

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Coaching :- 1. It is the process which provides you the way to achieve target.
2. It supports a  individual in achieving a specific personal or professional goal by providing training and guidance.
3. Coaching is more future oriented.
Counseling:- 1. It is the process which guides you to how to resolve problems i.e personal, social or professional.
2.Counseling is past oriented.
For example:- If a employer wants to achieve employee of the year award then the process of achieving that award is the coaching approach. & the the process of dealing with the obstacles that occurs during achieving that award is the councelling approach.

Following video will describe in a brief about coaching & counseling.

coaching vs. Counseling in the Workplace - Video & Lesson Transcript | Study.com

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PM is based on goal, objective, planning then monitoring business strategy and measure the performance.

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The Importance of Performance Planning

The purposes of the Division of Agriculture & Natural Resources

performance management program are to:

• Provide a link between work planning for individual staff members and overall department and Division goals

Help staff members understand their job responsibilities and

Improve job performance Recognize and reward staff member contributions, and foster

professional development and career growth • Increase productivity and correct problems

• Required in the determination of merit increases

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Aashima

Grow model
G - Goal
R- Reality
O- Options
W- Will

Goal - In this section, overall Goal is defined and the question we see in this section is what do we need to achieve?

Realities- In this section, symptoms of the problem are seen. And the question we see in this section is whats happening now?

Options - In this section we think about the idea that will bridge the gap between R and O and the question we see in this section is What can we do?

Will - In this section we have the action plan about what will we do next?

This is the grow model and while learning Grow model we had an activity, what would you like to talk about?

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1. Training and development is key model of HR. Employer provide all required skill set need to perform the designation one have.
2. For example designation needs technical skills , field skills , paper skills etc. These all would conduct by employer by assigning mini projects or live projects where performance analysis is done.
3. Training = Organizational Goal + Individual Goal

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Meaning of performance

The action or process of carrying out or accomplishing an action, task, or function can be termed as performance.

■ Performance management includes the processes used to manage corporate performance, the methodologies that drive some of the processes and the metrics used to measure performance against strategic and operational performance goals.

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I found this video very useful to develop a TNA Model.- Dipti Bajpai

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How to Develop a Training Needs Analysis Model

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Rishika
Training Needs Assessment
TNA is the method of determining the performance requirements and the knowledge,skill and ability of their employees need to achieve the requirements..
Effective Training planning effort
✓Who needs to be trained
✓Who will do the training
✓ What form will the training take
✓How will knowledge be transferred to the job
✓ How will the training be evaluated
Techniques to determine the needs of training
1. Observation
2. Interview
3. Questionnaire
4. Focus group
5. Document review

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Performance Management System -

It is a systematic approach to measure the performance of employees. its a process through which the organization  aligns their goals, mission.

Scope-

# It manages the strategy implementation

# Check position
# Evaluate & reward behavior
# Encourage improvement & training.

PM process-

This figure shows the complete Performance Management Process where the manager sets the goal, and through his/her guide & monitor, the employees work towards the goal that result in employee outcome and finally manager reviews the employee performance.