Managing Performance

Definition Of Performance Management 

According to Armstrong and Baron(1998) Performance management can be defined as a strategic and integrated approach to delivering sustained success to organizations by improving the performance of the people who works in them and by developing the capabilities of terms and contributors. This can improve the effectiveness of the activities of the employee tasks involved hence the productivity of the organization can be increased.

Further Bates and Haton (1995) defines Performance management as   a multi-dimensional construct, the measurement of which varies depending on a variety of factors. It is important to determine whether the measurement objective is to assess performance outcomes or behaviors

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                                                     (Video 1: What is performance management)

Why Performance Management ?

As Armstrong and Baron (2005, p.2) stated that “the overall purpose of performance management is to contribute to the achievement of high performance by organisation and its people.” High performance is acquiring the desired targets by developing the capacity and potentials of present people who are contributing in the achievement of the organisational goals.Following are the factors that describe why performance management should be added in an organisation.

• Performance is different from other activities in an organisation.
• In order to achieve the higher returns/potentials key performance areas give directions for the managers.
• Observing the past performance records will ensure to learn the weaknesses and pave the way to the future in an effective manner.
• Organisational, Functional and Individual goals can be easily identified by this process.
• By implementing an action plan the tasks that should be done, who should do and how should be done can be denoted.

Performance Management Model

Figure 1:Performance Management Model.

• Plan:  Performance Management begins when the supervisor reviews the employee’s position restriction, communicates competencies, creates goals, and discusses them with the employee. This helps establish mutual understanding of the performance and behavioral expectations.

• Coach:  The supervisor provides coaching and feedback throughout the year to help their employees successfully reach their goals. The goals and any other documentation created during the Plan phase become a working document to be referenced, and revised if necessary, throughout the performance review period. The supervisor and employee can each create notes about employee performance at any time which are tracked outside the Workday system.

• Evaluate:  During the evaluation process, the supervisor may rely on multiple resources, such as the employee self evaluation, performance notes created during the year, accolades, and customer feedback to assess the employee’s performance. The supervisor meets with the employee to discuss the performance evaluation, explain the ratings, and provide feedback about strengths and areas for improvement. The supervisor then completes the evaluation in Workday and sends it to the employee to review and acknowledge before formally closing the review in Workday.

• Reward: The supervisor recognizes and rewards performance at year-end and during the year as merited.The employees are satisfied mentally so the tasks are completed with less obstructions.This final stage is essential since the motivation will be increased and they get attracted to work more so the effectiveness of the organization will be higher than expected levels.

References

• Armstrong, M. (2006). ‘A Handbook of Human Resource Management Practice’, 10th edn., London, Kogan.
• Performance Management model [Online] available at: https://www.employees.tamu.edu/pd/performancemanagement/performance-management-model-pcer/ [Accessed on: 21st September 2018].
• Video 1: Performance Management. [Online] available at:  https://www.youtube.com/watch?v=SyOZ_4rWWiY&t=57s [Accessed 21^st  September 2018].
• Figure 1: Performance Mangement Model:[Online] available at :https://employees.tamu.edu/pd/performancemanagement/performance-management-model-pcer/[Accessed 21st September 2018].