PERFORMANCE MANAGEMENT

 

Performance management is a strategic approach to creating and sustaining improved performance in employees, leading to an increase in effective companies. Performance management refers to the process of aligning and assessing employee, program and organizational behaviour as it relates to achieving organizational goals. Appraisals and performance reviews play an integral role in the process and most businesses conduct performance reviews every six months or annually. Performance management systems can assist the business by streamlining, centralizing and automating elements of the process. (Dontigney, 2019)

When an organization has good performance plan to their employees they can get possible outcomes as below.

·       Clarifying job responsibilities and expectations.

·       Enhancing individual and group productivity.

·       Developing employee capabilities to their fullest extent through effective feedback and coaching.

·       Driving behaviour to align with the organization’s core values, goals and strategy.

·       Providing a basis for making operational human capital decisions (e.g., pay)

·       Improving communication between employees and managers.

When describing the process of performance management, it has the main four parts. Those areas below,

1.       Performance Planning:

At the beginning of the performance management cycle, it is important to review with employees their performance expectations, including both the behaviours employees are expected to exhibit and the results they are expected to achieve during the upcoming rating cycle.

·     In here basically setting goals and then need to decide strategies to achieve the goals. These goals should align with the organization vision and mission.

·       Then need to set measurements according to the strategies. 

2.       Acting:

This is the second stage of the performance management cycle of an organization. This is also a very important part of a performance management process. In here the main thing is to keep a record of organization performance individually

3.       Monitoring

In the performance management cycle model, monitoring is a key function in achieving the goals set out in the planning stage. The monitoring will not be as effective, however, if it is only done once or twice during the year. It is advised that management meets with employees on a monthly or quarterly basis to check in on progress, offer help if needed, assist in solving any problems that might have arisen, and adjust goals, if necessary.

4.       Reviewing:

At the end of the year, the management and the employee meet to review the previous year and see if goals were met.

This is another opportunity to build collaboration with the employee. The more involved they are in the other stages of the performance management cycle, the more motivation they will have to continue working diligently to achieve their goals and those of the organization.

If proper monitoring was done, the management will have already had a good idea of how well the employee did during the year. The review is a chance for management and employees to evaluate both the final result and the process itself.

References:

1.       Dontigney, E. (2019). Examples of Performance Management Systems. Azcentral.

2.       Berkeley.edu. (2019). Performance Management: Concepts & Definitions | Human Resources. [online] Available at: https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/performance-management/concepts.