Managing Employee Performance in an Organization
For most organizations in the world performance, reviews are used to
support decisions related to mainly training and development. As well as
transfers, promotions, compensation, and employment termination. The
performance review includes setting clear and specific performance expectations
for each employee and providing periodic informal and/or formal feedback about
employee performance. However, recent trends include a less formalized process
focusing on more feedback and coaching.
The performance management process is often linked with other
organizational systems such as Strategic planning, succession planning,
individual and team development, total compensation, and HR technology systems.
The human resource department is the key to the efficient administration of the
performance management and a qualified HR team to train the managers in the
organization and to assist them when issues arose.
An effective performance management system includes three broad elements:
goal setting, performance review, and a performance improvement process. An
effective performance management system will incorporate these three basic
elements in some form.
GOAL SETTING
Goal setting is the process of placing objectives to arrive over a period
of time. These are the criteria which employees will be evaluated end of the
period.
PERFORMANCE REVIEW
Performance review is the process of assessing an employee's progress
with established goals. Organizations can make informed and accurate decisions
regarding an employee's contribution, promotional opportunities, career
development, training needs, pay increases by looking at strengths and
weaknesses of employees.
Commonly several types of performance review systems are in use by many
organizations in the world. Ranking, 360-degree feedback, behaviorally anchored
rating scales, and Competency-based performance reviews are some of them.
PERFORMANCE IMPROVEMENT PLANS
The performance improvement plan is a tool to provide an employee with
performance deficiencies the opportunity to succeed. These plans used to
address failures to meet specific job goals or to build up behavior-related
concerns.
Performance management is a continual process, not something that occurs only annually. Effective performance management will be ensuring that design efforts are successfully supported and implemented.
References
hrdesign.com, Performance
Management: Concepts & Definitions, viewed 2nd August 2021,
<Performance Management:
Concepts & Definitions | People & Culture (berkeley.edu)>
valamis.com, Performance Management, viewed 2nd August 2021, <Performance Management: Best
Practices and Examples (valamis.com)>
Elaine D.
Pulakos, 2004, A roadmap for developing, implementing and evaluating
performance management systems, viewed 3rd
August 2021, <Performance Management: A roadmap for developing,
implementing, and evaluating performance management systems (shrm.org)>