Professional Documents
Culture Documents
Introduction
Performance Management is one of the key processes that, when effectively
carried out, helps employees know that their contributions are recognized
and acknowledged. Performance management is an ongoing process of
communication between a supervisor and an employee that occurs
throughout the year, in support of accomplishing the strategic objectives of
the organization. The communication process includes clarifying
expectations, setting objectives, identifying goals, providing feedback, and
evaluating results. An effective performance management process sets the
foundation for rewarding excellence by linking individual employee work
efforts with the organization’s mission and objectives, the employee and the
organization understand how that job contributes to the organization.
Performance management is an overall process which ensures the efficiency
of the personnel of the organization and achieving overall goals and
objectives. Performance management brings focus on overall results,
measuring results, focused and ongoing feedback about results, and
development plans to improve results. The results measurements
themselves are not the ultimate priority as much as ongoing feedback and
adjustments to meet results.
These key attributes are the key to achieve an overall performance standard
and the overall organizational long term goals. Overseeing performance and
providing feedback is not an isolated event, focused in a performance
assessment or evaluation. It is an ongoing process that takes place
throughout the year. The Performance management process is a cycle, with
discussions varying year-to-year based on changing objectives.
• Specific
• Measurable
• Attainable
• Relevant
• Timely
Specific – Objectives and standards should let employees know exactly
which actions and results they are expected to accomplish.
Timely – Results should be delivered within a time period that meets the
department and organization’s needs.
Conclusion
Performance management is concerned with communication and
involvement. It creates acclimate in which a continuing dialogue between
managers and the members of their teas takes place to define expectations
and share information on the organization’s mission values and objectives.
Like all other systems, performance management systems require
continuous review and change. Every change and corporate goals or
strategies requires modifications in operational priorities while changes in
technology or workforce characteristics necessities new ways of working.
This means that a performance management system should evolve in
response to emerging priorities. A vision of an organization is the main
concern, and the employees are the individuals who give a view of the goal.
If the overall performance of the organization is systematic and concerned
only then it can achieve its long term and short term goal with high
efficiency and effectiveness.