Professional Documents
Culture Documents
Introduction:
Performance management is a relatively new concept to the field of
management. The major contribution of performance management is its
focus on achieving results - useful products and services for clients inside
and outside the organization. Performance management redirects our
efforts away from busyness toward effectiveness. Performance
management reminds us that being busy is not the same as producing
results. It reminds us that training, strong commitment and lots of hard
work alone are not results. Performance management put more focus on
effectiveness, that systems and processes in the organization be applied
in the right way to the right things: to achieve results. All of the results
across the organization must continue to be aligned to achieve the
overall results desired by the organization for it to survive and thrive.
Only then it be said that the organization and its various parts are really
performing.
Basic Concept
Simply, performance management includes activities to ensure that
goals are consistently being met in an effective and efficient manner.
Performance management can focus on performance of the
organization, a department, service process, employees, etc.
“Performance management is a joint process that involves both the
supervisor and the employee, who identify common goals, which
correlate to the higher goals of the institution. This process results in
the establishment of written performance expectations later used as
measures for feedback and performance evaluation”.
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development, quality programs, etc. They help ensure equitable and fair
treatment to employees based on performance.
Other Benefits of Performance Management
Performance Management (PM):
1. Helps you think about what results you really want. You're forced to
be accountable, to "put a stake in the ground".
2. Depersonalizes issues. Supervisor's focus on behaviors and results,
rather than personalities.
3. Validates expectations. In today's age of high expectations when
organizations are striving to transform themselves and society, having
measurable results can verify whether grand visions are realistic or not.
4. Helps ensure equitable treatment of employees because appraisals
are based on results.
5. Optimizes operations in the organization because goals and results are
more closely aligned.
6. Cultivates a change in perspective from activities to results.
7. Performance reviews are focused on contributions to the
organizational goals, e.g., forms include the question "What
organizational goal were contributed to and how?"
8. Supports ongoing communication, feedback and dialogue about
organizational goals. Also supports communication between employee
and supervisor.
9. Performance is seen as an ongoing process, rather than a one-time,
sharp shot event.
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possible barriers to career movement. For example, you may tell your
employees about upcoming positions or openings for which they may be
qualified, or about budgetary constraints which may inhibit career
options or development opportunities in the unit or department.
Referral: Refer your employees to others who can assist them in
achieving development goals. As a performance manager, it is your
responsibility to be aware of the appropriate referral sources both within
and outside of your department. You may refer employees to books,
journals, professional associations or other sources of information. You
may also put them in touch with people who might be willing to serve as
mentors or with those who might provide an information interview in
which employees can learn more about a field or position from someone
who is currently working in that area or capacity.
Guidance: Encourage your employees to focus on clear, specific and
attainable career goals. Share your knowledge and experience with your
employees.
Typical questions employees have are:
1) What is required to move to the next logical position?
2) What are the chances for advancement in this department?
3) How to be mobile within the University,
4) What is the difference between a promotion and an upward
reclassification?
5) How to qualify for training and development opportunities, and
6) Who to contact for further information or career counseling.
PRESCO TECHNOLOGIES LIMITED PERFORMANCE MANAGEMENT PROCEDURE