PERFORMANCE MANAGEMENT

Performance Management

Performance Management

Introduction

Performance management is an ongoing method that permits workers and managers work simultaneously to design, supervise and reconsider the objectives of an employee's work and its general assistance to the organization. The prime reason of presentation administration is to encourage and advance the effectiveness of an employee. (William, 1999, 43)

Performance Management Process

Performance management is a much more complex than the simple annual meeting for evaluation of performance. As has been emphasized in the introduction, performance management is an ongoing process to plan, monitor and review the performance of an employee. (Teel, 1980, 65)

Phase 1: Planning

The planning phase is a period in which managers and employees work together for several purposes:

Review the job description of the employee to determine if it reflects the work being done at that time the employee. If one assumes new responsibilities, or if his employment has changed significantly, his job description should be updated. (Hubbartt, 1995, 168)

Determine and review the relationship between the job description of the employee's work plan and the objectives and strategic plan of the organization. (Drucker, 1954, 54)

Develop a plan that specifies the tasks and deliverables, expected outcomes and indicators or standards that will be used to assess performance.

Identify three to five areas to be targeted as key performance targets for the coming year. These areas can be selected according to the organization's strategic plan, the employee's desire to improve its performance in some aspect of its work, or the need to pay immediate attention to a larger one particular aspect of the employee's work. Its crucial goals for the fulfillment of tasks set for this position. If the employee does not achieve these important goals, overall performance will be assessed as unsatisfactory. (Dessler et al, 1999, 459)

Define the training objectives that will help employees to improve skills, knowledge and skills that are useful to their work.

Setting objectives related career paths which can be incorporated into a planning longer-term career. (Daniels, 2004, 144-8)

The employee and manager must sign the evaluation plan of work is proposed. A copy of this plan will be presented to the employee and another will be kept confidential personnel file.

Phase 2: Control

For a system of effective performance management, progress and performance must be monitored continuously. To monitor the daily performance, it is not necessary to monitor all activities and tasks through which the employee performs his duties. (William, 1999, 43)Managers should not micromanage the employees, but rather pay attention to the results achieved as well as individual behavior and group dynamics that affect the environment travail. Pendant this phase, the employee and the manager must meet regularly to:

Assess progress in meeting performance targets; (William, 1999, 43)

Assess progress in meeting performance targets;

Identify barriers that may prevent the employee from achieving its performance goals and determine what to do to overcome these obstacles;(Teel, 1980, 65)

Share feedback on the progress made in achieving the objectives;

Determining what changes may be needed in the work plan due to new organizational priorities or because the employee must assume new responsibilities; (Hubbartt, 1995, ...