Created by Group 3

Solis, Dean Angelo C.

Daus, Joice Ann
Jacinto, Alexandra Mae
Yrigan, Jo Anne
 WHAT IS PERFORMANCE
MANAGEMENT AND EVALUATION?
It is a comprehensive, ongoing, and integrated approach that includes a variety of activities
targeted at assessing and improving individual and organizational performance. It entails
establishing clear goals and expectations, offering regular feedback, coaching, and
development opportunities, and eventually aligning employee performance with the
organization's strategic goals.
The term “performance management” can refer to a wide range of actual policies and
practices, but in general they are likely to include attempts to harmonize the goals, plans, and
activities of each member of the organization and each unit within the organization so that all
activities are aimed at accomplishing critically important organizational goals and then using
performance measurement and feedback to enforce and support these goals, plans, and
activities.
Performance evaluation is a key tool for improving the performance of individuals, teams,
departments, divisions, and organizations and for ensuring that all levels of the organization
are working toward the same ends.

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THE BENEFITS OF EFFECTIVE PERFORMANCE
MANAGEMENT AND EVALUATION
Promotes job Helps plan for
Provides clarity Enhances efficiency satisfaction training needs
Performance Helps capture details
As employees gain While all employees
management and about employees,
clarity about their undergo a series of
evaluation gives including salaries, targets
deliverables, and the mandated training
employees a clear and goals, and
expectations from programs in every
understanding of their performance. These data
points enable them, it also creates organization, some
expectations, goals, and
organizations to opportunities for self- employees might need
deliverables. It creates
consistently select the assessment, improved extra support or
an amicable work
right employees for performance, and assistance in certain
environment as team
leads and members are
specific roles and agency in defining one’s areas. Training
promotions. They also career path. This sessions can be
on the same page
help identify those who autonomy empowers curated and tailor-
concerning deliverables
are not performing employees to take made to match the
and outcomes. Such
optimally, so that plans charge of their growth needs of poor
work cultures, in turn,
can be made for and professional
experience reduced performers so that the
additional training or
conflict, increased development, which in organization can
performance
efficiency, and enhanced turn promotes job enable them to improve
improvement plans
performance quality. satisfaction. their output.
(PIPs), etc.
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.
1. Lack of clear goals and objectives:
Without clear goals and objectives, it can be difficult for
employees to understand what is expected of them and for
managers to evaluate their performance accurately.

2. Inadequate training and support:

Managers may not have the necessary training or support
to effectively manage performance, including providing
constructive feedback, coaching, and addressing
performance issues.

3. Bias and subjectivity:

Performance evaluations can be influenced by unconscious
bias or subjective judgments, leading to unfair evaluations
and negative impacts on employee morale and
engagement.

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4.Lack of communication:
Communication breakdowns between managers and
employees can hinder the effectiveness of performance
management, leading to misunderstandings and
misaligned expectations.

5. Inconsistent application:
Inconsistent application of performance standards and
evaluations across the organization can lead to
inconsistencies in performance ratings, creating fairness
issues and undermining the credibility of the process.

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Best Practices for Successful
Performance Management and
Evaluation
Continuous conversations around performance and
development

Real-time recognition when an employee’s work contributes

to business success

Setting goals together—and moving those targets as needed

Exchanging regular feedback that helps employees (and

managers) grow

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 REFERENCES
American Psychological Association. (2020). Publication manual of the American Psychological Association (7th
ed.). American Psychological Association.

Osmani, F., & Maliqi, G. (2012). Performance Management, its assessment and importance. Procedia - Social and
Behavioral Sciences, 41, 434–441.

Karkara, N. (2022, July 5). Performance Management: Benefits, Challenges, Advantages and Future. Performance
Management: Benefits, Challenges, Advantages and Future.

A, F. (n.d.). Challenges on employee performance management.

Reference- Ryba, K. (2023, July 20). 8 Performance Management Best Practices Backed by Research.