Performance Management And Employee Development (E)
What is the right approach of manager to performance management? How to encourage performance? How to deal with underperformance?
Posted: May 2010
What is the performance? This term is frequently used in the business and has many interpretations. In essence the performance represents the job well done and achievements according the defined target. The performance management is the relationship between the manager and employee, with the focus on:
Systematic planning of business tasks
Setting of desired targets
Giving the feedback
Establishment of common understanding
Development of employee's capabilities
Essentially, the performance management has multifunctional importance. It recognizes individual contribution and gives opportunity individual development of employees. It contributes to organization by achievement of targets and continuous growth. The performance management is opportunity for organization to recognize the contribution of employee and to respond through reward programs. Performance management enables recognition of direct link between performance and reward.
There are several key areas that are the scope of performance management system:
First area is the review of achievements versus predefined targets. This part is done through the monitoring systems, review meetings and through the direct supervision
Second area is to identify what has not been done. Even if the main goal is achieved, it is possible that there are still some areas or part of job that are not completed or they require further improvement.
Third area is creation of development plans and direction of employees toward defined targets. The purpose of this phase is to provide continuous improvement of the processes and to enable more effective and efficient growth of the company.
The performance management process is composed of following elements:
Setting of targets – Key Performance Indicator ( KPI )
Review of KPI during the periodical review meeting
Individual Development Plan ( IDP ), setting and implementation on the annual level.
In order to bring maximum from every employee, the manager makes successful his people, his company and, after all, himself. The Fishbone Diagram can be used for assessment of KBIs.
Performance Management And Employee Development
Full Performance Standards
Reasons For Underperformance
Feedback As A Tool Of Managing Performance
Obstacles In Performance Management
Managing The Underperformance
Handling The Problematic Employees