Professional Documents
Culture Documents
Performance Management-Lect. 1
Performance Management-Lect. 1
Lecture 1
and
Aligning performance with the strategic goals of the
organization
PM is NOT performance appraisal
PM
Strategic business considerations
Ongoing feedback
So employee can improve performance
Driven by line manager
Performance appraisal
Assesses employee
Strengths &
Weaknesses
Once a year
Lacks ongoing feedback
Driven by HR
Contributions of PM
For Employees
The definitions of job and success are clarified
Motivation to perform is increased
Self-esteem is increased
Self-insight and development and enhanced
Contributions of PM
For Managers
Supervisors’ views of performance are communicated
more clearly
Managers gain insight about subordinates
There is better and more timely differentiation
between good and poor performers
Employees become more competent
Contributions of PM
For Organization/HR Function
Organizational goals are made clear
Organizational change is facilitated
Administrative actions are more fair and appropriate
There is better protection from lawsuits
Why Implement a Performance Management
System?