What is Performance Management ?
Introduction
What is Performance
What are the theories under performance management
Planning for performance
Specifically, the manager must be aware of the knowledge, skills and abilities (KSAs) needed to do the job competently.
The KSAs and criteria for job success should be explicit in the relevant job descriptions.
Supporting performance
Revising initial objectives, standards, key accountabilities and competency areas if required without waiting for scheduled formal performance appraisal meetings.
Supporting Personal Development Plans.
Assessing performance
Goal setting:
1. Goal setting:
2. Performance measurement
3. Feedback and coaching
4. Development and training
5. Recognition and rewards
6. Performance improvement plans
7. Performance documentation
8. Performance-related decision-making
9. Continuous improvement
Conclusion
Performance management is a comprehensive process that involves several interconnected components, including performance planning, performance monitoring, performance assessment, and performance feedback (Aguinis, 2013). Performance planning entails setting clear expectations and goals for employees, and aligning them with the organization's strategic objectives. This includes defining key performance indicators (KPIs), setting performance targets, and establishing performance criteria that are specific, measurable, achievable, relevant, and time-bound (SMART). Performance monitoring involves tracking employee performance over time, providing regular feedback, and identifying areas for improvement. Performance assessment is the formal evaluation of an employee's performance against established performance criteria, typically conducted through performance reviews or appraisals. Performance feedback involves providing employees with information about their performance, recognizing their achievements, and addressing any performance gaps
Reference
Duncan, C. Deskalerts.Managing Employee Performance [Online] Available at <https://www.alert-software.com/blog/employee-performance-management>. [Accessed 16th April 2023].
Herrity, J.(2022).Indeed. Career development.Guide on How To Write SMART Goals (With Examples).[Online] Available at <https://www.indeed.com/career-advice/career-development/how-to-write-smart-goals>. [Accessed 16th April 2023].
Sajwani,M.Linkedin.Effective Organisational Goal Setting: 5 Benefits
[Online] Available at <https://www.linkedin.com/pulse/effective-organisational-goal-setting-5-benefits-muhammad-sajwani/>. [Accessed 16th April 2023].
SharpenHRM for SME PDF[Online] Available at <https://sharpen.ef.tul.cz/upload/Chapter%206_Performance%20Management.pdf>. [Accessed 16th April 2023].
Valamis(2023)Knowledge Hub.Employee Performance.Performance Management[Online] Available at <https://www.valamis.com/hub/performance-management>. [Accessed 16th April 2023].
Well explained article on performance management. Are there any similarities between performance management & performance evaluation? or are they different?
ReplyDeletePerformance management and performance evaluation are similar ideas, yet they differ significantly.
DeletePerformance management is a thorough process that involves goal formulation, feedback, coaching, and assisting people in achieving their goals. Performance management is a continuous process that requires managers and employees to communicate regularly to detect and handle any performance issues that develop.
Performance review, on the other hand, is a one-time event that occurs once or twice a year. It is a structured procedure that evaluates an employee's performance against defined criteria and goals. The assessment process often consists of the employee completing a performance review form, meeting with their manager to discuss the review, and creating new goals and objectives.
according to following sources
Armstrong, M. (2012). Armstrong's Handbook of Performance Management: An Evidence-Based Guide to Delivering High Performance. Kogan Page Publishers.
Bacal, R. (2017). Performance Management. McGraw-Hill Education
Interesting topic Ashkar!
ReplyDeleteInfact,performance management is not just limited to individual performance, but it can also encompass team and organizational performance. According to a study by (Armstrong & Baron,2014), effective performance management should focus on both individual and collective goals to ensure alignment with the overall strategic objectives of the organization. Additionally, the study suggests that performance management should be an ongoing process that involves regular communication and feedback to foster continuous improvement.
What are some common challenges that organizations face when implementing performance management processes, and how can they overcome these challenges?
Thank you for your remark; I've included some easy steps to address your situation.
DeleteThere are several common challenges that organizations face when implementing performance management processes, including:
Resistance to change
Lack of clarity
Inadequate training
Inconsistent application
Overemphasis on negative feedback
To overcome these challenges, organizations can take the following steps
Communicate effectively
Set clear expectations
Provide training
Consistency
Balanced feedback