Performance Management Components

Subject: Employee Management
Pages: 3
Words: 728
Reading time:
3 min
Study level: Master

Performance management is a dynamic process whereby managers and employees come together and work in conjunction with the functional strategies, goals and objectives of the organization or company. Performance management involves planning, monitoring, development, rating and rewarding processes within an organization’s cycle. Performance can be measured in terms of how people can change a difficult situation into simple concepts that can be communicated and acted upon (Neely 34). During the performance management system, certain factors should be considered while planning, monitoring, and assessing work performance among employees.

Performance planning and development is an essential stage through which the management can generate performance agreement which in turn provides a framework for managing performances. Focus is based on the continuous development and improvement of an individual.

For a successful performance management system, the management should ensure that all stakeholders are involved in assessing work performance among employees in an organization, and also explain to them the aim or purpose of monitoring and assessing work performance.

Secondly, when managers are planning on monitoring and assessing work performance, they should review each employee’s job description to assess if it goes hand in hand with the roles being performed by each employee in their various positions. Important questions would be; has the employee specialized in new responsibilities? Is the job of any value to him or her, or is it a waste of skills?

The formation of links between an employee’s job type does it go hand in hand with the organization’s aims and strategic goals thus, the employer or organization should examine if any objectives related to the organization have been met. A work plan is a summary of what should be done within a specified period. In the creation of a work plan, managers and employees should give an outline of the tasks to be accomplished and the expected results during the monitoring and assessment period. The set objectives should also be clearly defined and used as a guide to the employee’s evaluation process.

In planning the performance assessment, the managers should come up with seminars that will help an employee grow their skills, knowledge and competency connected to his or her work. Coaching has been found to result in positive changes in an organization. By identifying ones career development goals, planning of a work assessment can be of the essence to employees as one can have a long term plan on one’s role within an organization. A rewarding system for employees could lead to greater improvements in organization performance. An organization can come up with a way of showing appreciating employees who excel in their jobs and achieve standards by performance plans.

Setting up discussions is another factor that planning entails while monitoring and assessing work performance among employees as they contribute to the foundation of the performance plan. Also, carrying out of interviews among employees to understand the main reason as to why employees are showing discontentment in a job could help in monitoring and assessing work performance. Selecting the right people for the specified job is the best way that managers can improve work performance in an organization in that if you employ employees who are not competent the organization can face crises especially when it comes to gaining profit. Performance management system aims at looking at the improvement and development of employees while still reaching a joint satisfaction through the provision of the right support and guidance for a well-done job. Planning and assessment of developmental needs of individuals can be reached if an employee and a manager come together and agree to work towards achieving the performance expectations of the organization. This can be achieved through the defined role profile in terms of behaviour and job linked competencies. Another strategy involves setting objectives that are connected to the overall mission, vision and core values of the organization within which an employee works. Objectives help in planning various outcomes that later improve an organization’s effectiveness and efficiency. Performance planning is another factor that contributes largely to planning and assessing the development needs of an individual about having the employee know what is supposed to be done and how to realize the objectives of the organization. Finally, the success of the assessment can be evaluated if an employee becomes more effective in the evaluation process and when the goals are accomplished, leading to greater benefits in the organization.

Works Cited

Hacker, Stephen, and Marvin Washington. Leading Peak Performance: Lessons from the Wild Dogs of Africa: How to Create Pack Leadership and Produce Transformative Results. Milwaukee, Wis: ASQ Quality Press, 2007. Print.

Neely, Andrew. Business Performance Measurement: Theory and Practice. Cambridge: Cambridge University Press, 2001. Print.