What is Performance Management?
Performance
management is not an annual appraisal meeting. It is not preparing for that
appraisal meeting nor is it a self-evaluation. It's not a form nor is it a
measuring tool although many organizations may use tools and forms to track
goals and improvements, they are not the process of performance management.
Performance
management is the process of creating a work environment or setting in which
people are enabled to perform to the best of their abilities.
Performance
management is a whole work system that begins when a job is defined as needed.
It ends when an employee leaves your organization.
Performance
management defines your interaction with an employee at every step of the way
in between these major life cycle occurrences. Performance management makes
every interaction opportunity with an employee into a learning occasion.
Components of a Performance Management System
The performance
management system may contain all of these components, but it is the overall
system that matters, not the individual components. Many organizations have
been able to develop effective performance management systems without all of
the following practices.
It is much better to focus on followings components to develop an
effective performance management system:
·
Develop clear job
descriptions using an employee recruitment plan that identifies the selection
team.
·
Recruit potential employees
and select the most qualified to participate in interviews onsite.
·
Conduct interviews to
narrow down your pool of candidates.
·
Hold multiple additional
meetings, as needed, to get to know your candidates' strengths, weaknesses, and
abilities to contribute what you need. Use potential employee testing and
assignments where they make sense for the position that you are filling.
·
Select appropriate people
using a comprehensive employee selection process to identify the most qualified
candidate who has the best cultural fit and job fit that you need.
·
Offer your selected
candidate the job and negotiate the terms and conditions of employment
including salary, benefits, paid time off, and other organizational perks.
·
Provide effective new
employee orientation, assign a mentor, and integrate your new employee into the
organization and its culture.
·
Negotiate requirements and
accomplishment-based performance standards, outcomes, and measures between the
employee and his or her new manager.
·
Provide ongoing education
and training as needed.
·
Provide on-going coaching
and feedback.
·
Conduct quarterly
performance development planning discussions.
·
Design effective
compensation and recognition systems that reward people for their ongoing
contributions.
·
Provide promotional/career
development opportunities including lateral moves, transfers, and job shadowing
for staff.
With all of these tips and tools, it helps you to develop an effective performance management system, you'll find it easy to put such a system together. Staying committed and making it work is the hard part. But, you can do it. Your managers and employees will see the utility.
References
Heathfield, S M.,
Performance Management, The Balance Carriers, viewed 06 June 2020, Available at
https://www.thebalancecareers.com/performance-management-1918226
Mahesh,
ReplyDeleteIn most organizations, we can identify many issues in the performance management system. Please describe what the common problems can locate in the performance management system
• Not Giving Employees Timely Feedback.
Delete• Setting Inappropriate Goals.
• Failing to Follow Through on the Performance Appraisal Schedule.
• Not Explaining Clear Paths to Improvement.
• Not Documenting the Process.
• Ignoring Problem Employees.
Do you thing current management system is more supportive to performance management.
ReplyDeleteA performance management system helps HR managers establish clear performance expectations through which employees can easily understand what is expected of their job. It allows managers to reinforce on their employees, the individual accountability to meet their goals and evaluate their own performance.
DeleteHi, Please explain what is performance management strategy?
ReplyDeletePerformance management is a set of processes. Managers use them to improve employee performance. The aim is to ensure employees always work towards an organization’s objectives. This covers both the strategic and operational aspects of the business
Delete