Performance management definition

361 views

Published on

performance management definition

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
361
On SlideShare
0
From Embeds
0
Number of Embeds
3
Actions
Shares
0
Downloads
1
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Performance management definition

  1. 1. Performance management definitionPerformance management has gained much more significance over the past few yearsthan earlier times. The idea that we get when we read the words performancemanagement is that it is simply managing performance. However, there is more tothese words than what meets our eyes. In order to understand the meaning ofperformance management completely, we need to comprehend the fact that it isactually divided into two basic categories.Assume John to be a performance management analyst, whose job is to ensure thatgoals are consistently being met in an effective and efficient manner. John can eitherview the performance of the company as a whole (a separate entity), examining theperformance of the heads and managers of the company towards reaching their goalsor he can monitor the employees at a basic level evaluating how and whether theyreach the goals set up by the senior management eventually benefiting the company.If John is to monitor and evaluate employees at an individual level, he has toincorporate planning, setting goals, offering feedback and reviews, presentingemployees with opportunities to learn more about their particular field and finallyrewarding them or punishing them as per their performance, into his job description.These activities will be his plan of action; they define his current career at thiscompany. In order to carry out performance management successfully, the goals andtargets have to be clearly defined.Consistency in definition of goal is mandatory. Else, the employees will not knowwhat to focus on. For proper execution of performance management, the managermust develop a communication system that is open and effective. Communicationplays a major role and is often the key to success for many firms.The employees should be well aware of any benefits or rewards they might get whenperforming up to the standards, simultaneously they should also be warned of theconsequences that they would be liable to face if they dont perform as per therequirements. There should be effective communication between employees and theadministration department. Organisations can successfully word if they follow opencommunication systems.Performance management also involves giving feedback to employees more than theyget annually. With the help of frequent feedbacks, the employees will be able toportray in their minds where they stand and how hard they need to work to reach up tothe standard goals.Employees can alter their behaviour as per the required targets and informing themabout this will only help to achieve goals faster. Performance management alsorequires identifying any need affiliated to employee training. Once identified, it isadvisable to give the employees any possibility to grow, for example send themabroad for training or arranging in-house training programs so that the employees canlearn more, and benefit the organisation.
  2. 2. There can be many ways to manage performance of employees; one of them is viaperformance appraisals. Many companies use performance appraisals to evaluateemployee performance in terms of quality, quantity, time, and cost. This method hasbeen found successful by many firms.http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms forperformance appraisal.

×