PERFORMANCE MANAGEMENT

• Performance Management


  is a holistic and ongoing process that focuses on improving the overall performance through effective management of each employee
• Goal Setting


  1. Establish clear and specific performance objectives and targets

  2. should be measurable and achievable
• Performance Monitoring


  1. Continuous tracking and measuring of employee performance

  2. Often involves regular check-ins, feedback, and performance review
• Feedback and Coaching


  1. Provides the employee with constructive feedback on their performance

  2. Identify which area is needed for improvement

  3. Offers guidance and support
• Development and Training


  Offers opportunities for skill development and training to enhance employee capabilities
• Recognition and Rewards


  Acknowledges and rewards employees that have exceptional performance to motivate them
• Performance Improvement Plan - create a formal performance improvement plan to outline specific steps and timeliness for improvement
• Documentation


  Maintains the records of performance-related discussions, goals, achievements, and areas for improvement
• Performance Appraisal


  Formal evaluation of an employee's performance over a specific period (usually annual or semi-annual)
• Evaluation Criteria


  • Defines the criteria and metrics which employee's performance will be assessed
  • Criteria often includes job-specific skills, competencies, and behaviors
• Data Collection


  1. Gather information about employee's performance

  2. Includes self-assessments, peer reviews, customer feedback, and manager assessments
• Performance Ratings


  Assigns scores or ratings to different aspects of the employee's performance based on the criteria
• Feedback Sessions


  Conducts a formal performance review meeting that discusses the results of the appraisal
• Documentation


  1. Records the outcomes of the appraisal

  2. Includes ratings, comments, and agreed-upon development plans
• Enhancing employee performance


  • Provides a structured framework for employees to understand the roles and responsibilities
  • The process helps the employees to improve their skills and competencies
• Goal Alignment


  Ensures that individual and team goals are aligned with organization's objectives<|>Helps to achieve company goals by ensuring that everyone is working to the same results
• Feedback and Communication


  1. Discussion of regular performance and appraisal

  2. Constructive feedback helps employees to understand their weaknesses and strengths
• Employee Development


  • Identifies areas of improvement and offering training and development opportunities
• Motivation Engagement


  • Employees that feel appreciated and valued can be more engaged and committed in their work
• Identification of High Performers


  • Helps organization identify high performer employees that can be subject to promotion
  • Aids in succession planning and talent management
• Accountability


  Holds employees accountable for their performance and results

  if expectations are defined, employees usually take ownership of their works.
• Legal and Ethical Compliance


  Provides a record of performance-related decisions which can be crucial in case of legal disputes
• Improving Team Dynamics


  Assess how well teams work together and identify areas of improvement
• Decision Making


  Having a documented performance history aids in making fair decisions
• Data for Strategic Planning


  Helps the leader identify trends, gaps in skills, and areas where additional training is needed
• Employee Satisfaction


  Employees appreciate clear expectations, regular feedback, and opportunities for growth
• Performance management tools


  Methods and instruments used by an organization to evaluate and assess the job performance

  tools have several important purposes within hrm including providing feedback, setting expectations,
• Rating scales


  Involves the use of predetermined criteria and numerical scales to assess employee performance typically evaluated in knowledge, communication skills, teamwork, etc.
• Rating scales

  • Pro: Provide structures and quantitative ways to assess performance
• 360-degree feedback


  Gathers input from multiple sources such as self-assessment, peer assessment, supervisor evaluations, sometimes customers feedback<|>Offers a more comprehensive view
• 360-Degree Feedback


  Pro: Provides holistic view of an employee's performance
• Management by Objectives 


  A goal-oriented approach where employees and managers collaboratively set
• Management by Objectives

  • Pro: Focuses on the result and align employee performance
• Behaviorally Anchored Rating Scales 


  Combines elements of rating scale and narrative description
• Behaviorally Anchored Rating Scales

  • Pro: Offers a more detailed and specific assessment