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    What Is Performance Management

    Uploaded by

    Arviind Singh
    Performance management involves ensuring organizational goals are consistently met efficiently. It focuses on performance of organizations, departments, employees, and processes. Performance management describes managing behavior and results to produce desired effects. It is commonly used in workplaces to align employee goals with organizational goals, increase productivity and profitability. Benefits include direct financial gains, motivated workforce, improved management control, and organizational development.

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    What Is Performance Management

    Uploaded by

    Arviind Singh
    25 views3 pages
    Performance management involves ensuring organizational goals are consistently met efficiently. It focuses on performance of organizations, departments, employees, and processes. Performance management describes managing behavior and results to produce desired effects. It is commonly used in workplaces to align employee goals with organizational goals, increase productivity and profitability. Benefits include direct financial gains, motivated workforce, improved management control, and organizational development.

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    What is Performance Management

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    Performance management involves ensuring organizational goals are consistently met efficiently. It focuses on performance of organizations, departments, employees, and processes. Performance management describes managing behavior and results to produce desired effects. It is commonly used in workplaces to align employee goals with organizational goals, increase productivity and profitability. Benefits include direct financial gains, motivated workforce, improved management control, and organizational development.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    25 views3 pages

    What Is Performance Management

    Uploaded by

    Arviind Singh
    Performance management involves ensuring organizational goals are consistently met efficiently. It focuses on performance of organizations, departments, employees, and processes. Performance management describes managing behavior and results to produce desired effects. It is commonly used in workplaces to align employee goals with organizational goals, increase productivity and profitability. Benefits include direct financial gains, motivated workforce, improved management control, and organizational development.

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    Download as DOC, PDF, TXT or read online from Scribd
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    What is performance management?

    Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. Performance management as referenced on this page is a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing behavior and results, two critical elements of what is known as performance.

    Application This is used most often in the workplace, can apply wherever people interact schools, churches, community meetings, sports teams, health setting, governmental agencies, social events and even political settings - anywhere in the world people interact with their environments to produce desired effects. Armstrong and Baron (1998) defined it as a strategic and integrated approach to increasing the effectiveness of companies by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. It may be possible to get all employees to reconcile personal goals with organizational goals and increase productivity and profitability of an organization using this process. It can be applied by organizations or a single department or section inside an organisation, as well as an individual person. The performance process is appropriately named the self-propelled performance process (SPPP). First, a commitment analysis must be done where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position. Following the commitment analysis is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.

    Benefits

    Managing employee or system performance facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results. For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day (i.e. the time they spend not actually doing their job). Benefits may include: Direct financial gain Grow sales Reduce costs in the organization Stop project overruns Aligns the organization directly behind the CEO's goals Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals

    Motivated workforce Optimizes incentive plans to specific goals for over achievement, not just business as usual Improves employee engagement because everyone understands how they are directly contributing to the organizations high level goals Create transparency in achievement of goals High confidence in bonus payment process Professional development programs are better aligned directly to achieving business level goals

    Improved management control


    Flexible, responsive to management needs Displays data relationships Helps audit / comply with legislative requirement Simplifies communication of strategic goals scenario planning Provides well documented and communicated process documentation

    Organizational Development In organizational development (OD), performance can be thought of as Actual Results vs. Desired Results. Any discrepancy, where Actual is less than Desired, could constitute the performance improvement zone. Performance management and improvement can be thought of as a cycle: Performance planning where goals and objectives are established 2. Performance coaching where a manager intervenes to give feedback and adjust performance 3. Performance appraisal where individual performance is formally documented and feedback delivered
    1.

    A performance problem is any gap between Desired Results and Actual Results. Performance improvement is any effort targeted at closing the gap between Actual Results and Desired Results. Other organizational development definitions are slightly different. The Indian Office of Personnel Management (OPM) indicates that Performance Management consists of a system or process whereby: 1. 2. 3. 4.
    5.

    Work is planned and expectations are set Performance of work is monitored Staff ability to perform is developed and enhanced Performance is rated or measured and the ratings summarized Top performance is rewarded.

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