Performance management techniques in engineering management typically involve establishing performance goals, developing performance plans, and providing observations and feedback. Key aspects include aligning employee goals with company and project objectives, defining job descriptions and competencies, setting goals with employee involvement, developing performance plans with manager and employee input, regularly observing performance and providing reinforcing or developmental feedback, evaluating performance on a regular basis, rewarding performance that exceeds expectations, addressing performance problems, and creating performance development plans to improve deficiencies. The overall goal is to develop employees to meet expected performance levels.

1. Engineering Management
Typical - Performance Management Techniques
The nature of performance measurement has changed over the past decades. Below some ideas
around this topic, this is a typical outline / guideline which could be amended as per requirement ie
project etc or in such a way to improve the performance to meet the project objective
1 Establishing Performance Goals
a Strategic Planning:
aligning employee goals to both company and the project
b Task and Job analysis:
Identify the tasks and task sequences needed to perform the job
standardize tasks by writing performance standards for each task
c Job Descriptions:
Define roles and responsibilities with each role within the project
d Competencies:
Describe the knowledge , skills , abilities and awareness needed to perform
assigned roles and responsibilities
e Goal setting with employees:
Describe actions with a measurable end result in written statements.
Include employees setting performance goals to stimulate understanding ,
acceptance and involvement
2 Performance Plans
The performance plan describes the desired results , how the results tie back to the
organizations result , weighting of results , how results will be measured and what
standards are used to evaluate results
Developing plan is most often the responsibility of the manager the plan should be
developed as much as possible with employee participation
3 Observations and Feedback
Once performance plans are implemented , employees start to perform the assign
tasks
The manager observes performance , tracks progress , and notices both desired
and undesired outcomes . The manager should then provide feedback that is
designed
to be either reinforcing or developmental. All communication in this regard should
be
documented
4 Evaluating Performance
Employee performance should be conducted on a regular basis in line with
company
policy. Traditionally , performance evaluations ( also known as performance

2. appraisals )
are completed quarterly , semi annually or annually
Performance appraisals rate the behavior and competencies demonstrated by
employees while performing assigned tasks.
5 Rewarding Performance
Normally when noticed during formal evaluation that an employee's performance
has
exceeded expectations , reward the employee to reinforce and celebrate high
achievements
6 Recognizing Performance Problems
If performance problems , shortfalls , or deficiencies are noted during the
performance
evaluation , these then need to be documented along with strategies to improve
The goal must be to develop employees to a point where they are performing in a
desired an expected manner
7 Performance Development Plan
The performance plan is the document used to record performance deficiencies and
offer
development feedback
Putting it into Practice
What steps do you effectively implement at this stage ? , Why ? , How could you
improve