Performance management.

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Performance Management

Performance management refers to the practice of setting targets, measuring performance against these and suggesting courses of action.

The performance management process gives an opportunity for the employees and performance manager to discuss development goals and jointly create a plan for achieving those goals.  

Development plans should contribute to organisational goals and the professional growth of the employee.

A number of methods may be used to check performance.

Appraisals – performance reviews

A very important way of getting feedback on employee performance is through appraisal.  An appraisal may be closed in, therefore kept confidential.  More usually the process is open, in which case the employee takes an active part in the review process and then discusses the results.

The appraisal looks at the employee’s job, how well it is being performed, and at what action should be taken for the future.

The Benefits of Performance Appraisal

  • It helps to identify training needs

  • It may reveal other problems – for example, there may be workplace difficulties with other staff

  • It may reveal useful skills

  • It improves communications between employees and managers.

  • It provides disciplinary documentation.

  • It helps fix pay rises.

The actual appraisal will be carried out in stages: -

  • Identify criteria – The employer must be sure on what is being assessed and what is seen as satisfactory performance.  There will usually be a checklist of criteria, which will provide a fair and effective way of measuring performance.  There can sometimes be target figures to compare performance against, e.g. number of sales made etc.  

  • The appraisal itself – This may involve observation of the work, reviewing performance figures against targets and maybe an interview to discuss performance.  There should be a review of the employees potential.  The appraisal should ask questions such as: How does the employee feel they are progressing within the organisation?  Where do they see themselves at this time next year?  Are they ready for promotion?  What staff development would they find useful?
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  • Follow-up action – This should be agreed by employee and the employer.  It identifies any weaknesses, sets out priorities for improvement, identifies any support that is needed, sets out development or training needs and agrees future targets and review dates.

Who carries out appraisal?

Self-appraisal

Self-appraisal involves the employees appraising themselves against a series of criteria.  These results can then be compared with the views of others.  This gives the employees a chance to see how other people view them.  

Upward Appraisal

Upward appraisal is when others who are lower down in ...

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