Perfomance Management
PERFORMANCE MANAGEMENT
Performance refers to the degree of accomplishment of the tasks that make up an employees job. It reflects how well an employee is fulfilling the requirement of a job
Management is the process of getting activities completed efficiently and effectively with and through other people. Therefore
Performance management Is a process that unites goal setting ,performance appraisal and development into a single ,common system whose aim is to ensure that employees performance is supporting the company’s strategic. Also performance management (PM) includes that goals are consistently being met in an effective and efficient manner or performance management means through which managers ensure that employees activities and output are congruent with the organization. It has parts;
• Defining performance
• Measuring performance
• Feeding back performance information
i. First in performance management system specifies what aspects of performance are relevant to the organization
ii. Second it measures those aspects of performance through performance appraisal which manages employee performance
iii. Third it provides feedback to employees through performance feedback
Performance management system involves
o Determine the needs of the business, particularly its strategic objectives.
o Linking performance appraisal planning with organization planning.
o Conducting a job analysis to identify job duties and responsibilities for which criteria need to be developed.
o Choosing an appropriate and valid performance appraisal method to assess job behaviors or outcomes.
o Developing a process for conveying job expectations to incumbents prior to the appraisal period.
o Establishing a feedback system relating to job performance.
o Evaluating how well the performance appraisal system.
o Evaluating how will the performance appraisal system is doing in relation to its stated objectives.
Types of Performance Criteria.
i. Trust based criteria.
Focus on performance characteristics of an employee such factor as loyalty, dependability, communication ability and leadership skill exemplify traits that are often assessed during the appraisal process ask a lot on what a person is and fails to focus on what a person accomplishes or doesn’t accomplish on the job.
ii. Behavior based criteria.
Focus on how work is perform such criteria are particularly important for jobs which involve interpersonal contact example how are concelor opens discussion with marital couple experience inter-personal trauma is critical to the success of the counseling session.
MODEL OF PERFOMANCE MANAGEMENT IN ORGANIZATIONS.
ORGANIZATIONAL
STRATEGY
-Long and Short Term
goals values
INDUVIDUAL ATTRIBUTES LARGE SKILLS & ABILITIES
INDIVIDUAL BEHAVIORS
OBJECTIVE RESULTS
STRUCTIONAL CONTRAINTS
-Organizational Culture Economic condition
Purpose of perfomance Management
(1) Strategic purpose
Linking employee activities with the organization goals.
(2) Administrative Purpose
Organization use performance management information (performance appraisal in particular) in many