Perfomance Management
What is Performance Management?
Performance management is perhaps the least liked and least understood aspects of HR management. Most employees and managers dread the ritual of performance review, and it often does little to enhance or improve organizational productivity and operational effectiveness. Usually the performance plan reflects what has to be done by an employee, but says little about how the employee performed his work. In an entirely goals-based system, an employee can achieve established goals (e.g., sales, revenue, profitability targets), but in the process alienate the people they work with.
A competency based performance management program provides both “the what” (goals) and “the how” (actions or competencies) of the tasks to be performed. It permits better sharing of performance expectations between supervisor and employee, and improves the link between the organization’s goals and the employee’s part in achieving them.
Performance Management Defined
Performance Management is a process for establishing a shared understanding about what is to be achieved as well as how it is to be achieved. It is an approach to managing people that increases the probability of achieving success.
Performance management is an ongoing process
It is not just a set of forms, an annual ritual or check box process to meet corporate reporting requirements; and, it is not just the system that feeds into an employee recognition or bonus scheme. It is about everyday actions that employees need to display to improve performance. To be effective it must dynamic and operate in real-time, allowing employees to continually adjust and improve their performance, as required.
Establishing a shared understanding of what is to be achieved and how it is to be achieved
It is about establishing a shared understanding of what is to be achieved and how it is to be achieved. Managers and employees need to have a common understanding about what success looks like for
Performance management is perhaps the least liked and least understood aspects of HR management. Most employees and managers dread the ritual of performance review, and it often does little to enhance or improve organizational productivity and operational effectiveness. Usually the performance plan reflects what has to be done by an employee, but says little about how the employee performed his work. In an entirely goals-based system, an employee can achieve established goals (e.g., sales, revenue, profitability targets), but in the process alienate the people they work with.
A competency based performance management program provides both “the what” (goals) and “the how” (actions or competencies) of the tasks to be performed. It permits better sharing of performance expectations between supervisor and employee, and improves the link between the organization’s goals and the employee’s part in achieving them.
Performance Management Defined
Performance Management is a process for establishing a shared understanding about what is to be achieved as well as how it is to be achieved. It is an approach to managing people that increases the probability of achieving success.
Performance management is an ongoing process
It is not just a set of forms, an annual ritual or check box process to meet corporate reporting requirements; and, it is not just the system that feeds into an employee recognition or bonus scheme. It is about everyday actions that employees need to display to improve performance. To be effective it must dynamic and operate in real-time, allowing employees to continually adjust and improve their performance, as required.
Establishing a shared understanding of what is to be achieved and how it is to be achieved
It is about establishing a shared understanding of what is to be achieved and how it is to be achieved. Managers and employees need to have a common understanding about what success looks like for
Links: individual goals to the corporate and work unit business plans and goals; Focuses on results, behaviors (competencies) as well as process improvement; Regular reviews and updating of performance plans to address changing demands; Training for both managers and employees on how to effectively give and receive feedback, including providing feedback to employees who experience challenges in performing to the standards required in their jobs / roles; Training for managers on how to provide performance evaluations that are valid, fair and unbiased. -