Performance management

PM may be defined as a planned and systematic approach to managing the performance of individuals ensuring their personal development and contribution towards organizational goals. -Ronnie Malcom

 Performance management seeks to link individual and team job perfomance to the objective and strategy of the organisation.

 It is a continuous process that involves managers and employees in the identification and evaluation of the key perfomance objectives and competencies that contribute to the attainment of the objectives and strategy of the organization.

 Performance management in any organization is an integral part of effective HR management.

 Performance management helps organizations in managing consistent performance in a manner which holds employees and managers accountable for supporting its objectives and strategy, successfully fulfilling assigned job responsibilities, and accomplishing individual performance goals.

Scope
Business processes are as simple as possible Lines of leadership and management are clear Employees are empowered, which is an important driver of innovation A distinct organizational culture

 Workspace interactions are based on honesty, integrity, and trust. Openness to change

Characteristics of Performance management

The organization has a shared vision and ethical values that is being communicated to all employees for seeking employee commitment. Employee performance target is a result of inter-linkage between work unit objectives with organizational goals and strategy.

 Establishing performance criteria against which individual and work unit achivements can be measured. Tracking of employees progress towards performance criteria is regular with feedback provided to the employee.

 Measuring performance of employees is linked to reward outcomes

PM-Process
Performance planning

Performance managing

Performance appraisal

Performance monitoring

Performance planning
Setting performance criteria in line with strategic objectives of the organisation , identifying the required level of competencies needed and developmental plans to perform effectively.

Performance managing
Resources required to perform as per planning is available , and ensuring that optimal utilization of organizational resources is made.

Performance appraisal
Systematic evaluation of the employees performance on the job and his potential for development.

Performance monitoring
Continous overseeing of employee performance, giving feed back results, and providing support and carrying out correctional and developmental activities.