Performance Management

The performance management process provides an opportunity for the employees and managers to discuss goals and develop plans for achieving those goals. Therefore, communication involve between managers and employees that they have to identify job roles and functions related to the company objectives.  They get together to devise some performance appraisals to enhance the company overall performance. The performance manager responsible for supervising workforce and the group educates and develops employees’ potential in order to improve workforce performance. Moreover, rewards is directly Employees performance.

The following graph is the performance management process.

Essential Managing Performance to the Group

1 Explain how managing performance is a critical element in the success of a business.

Employees need to understand their roles clearly

An effective Performance Management system is based on these concepts:

  • Employees need to understand their roles clearly
  • Performance may be managed
  • There is a direct relationship between performance and rewards
  • Employee involvement is critical to performance development
  • Performance expectations must be set in advance and there must be agreement
  • Performance management requires on-going coaching, feedback and planning
  • Performance management can be a positive experience
  • Facilitate a process to establish clear role definitions and accountabilities.
  • Create a custom Performance Management program or improve your existing program.
  • Establish the objectives of your Performance Appraisal and Performance Management program.
  • Determine your performance criteria and integrate these criteria with your compensation systems.
  • Create your evaluation format.
  • Develop policies and procedures.
  • Conduct training sessions for your managers and supervisors.
  • Assist with the roll-out and communication of the program to your total employee group.
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How managing performance for a success of a business

To begin the process, you and the employee will collaborate on the development of performance standards. You will develop a performance plan that directs the employee's efforts toward achieving specific results, to support organizational growth as well as the employee's professional growth. Discuss goals and objectives throughout the year, providing a framework to ensure employees achieve results through coaching and mutual feedback. At the end of the rating period, you will appraise the employee's performance against existing standards, and establish new goals together for the next rating period.

Guiding Principles

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