Professional Documents
Culture Documents
Performance management
Define:
Performance management is a process which contributes to the effective
management of individuals and teams in order to achieve high levels of
organizational performance (Armstrong and Baron- Performance Management-IPD1998). Assuming that strategy is expressible in terms of objectives, and goals and
performance can be measured by reliable parameters, Mabey, Salaman and Storey
say Performance management comprises a set of activities that aim at:
-
Induction
&
Socialization
Performance
Management
System
Reinforcing
Performance
Standards
Reviewing &
Appraising
Performance
The cycle is in conjunction with every step of the employee life cycle (R. Harrison).
Performance management should apply to all employees (managers, teams and
individuals) and its about interrelationships among these three. To ensure the
system functions efficiently, the process has to be assessed and practiced at all
stages (horizontal integration) across all levels of management (vertical
integration):
MISSION STATEMENT
(ORGANISATIONAL GOALS)SET BY MANAGEMENT
DEPARTMENTAL/ DIVISIONAL
OBJECTIVES- COMMUNICATED
BY LINE MANAGERS
New recruits are briefed through formal communications and socialization into the
organization. Line manager involvement is crucial to induction and socialization
process.
2). PERFORMANCE REVIEWING AND APPRAISAL
Once the performance dimensions have been chosen, they need to be assessed and
reviewed, quantitatively and qualitatively keeping in mind the reliability and validity
of the methods. It is done between employee and line manager on an annual or
more frequent basis.
Individual performance and how we measure it (according to CIPD)
Teams
Individuals
This can be done on every level of management and annual meetings be held to
ensure communication of relevant information to check for any required
modification of existing processes (vertical integration).
4). COUNSELING AND SUPPORT
Even by implementing all the above stages in organization, employees might
underperform, which can be attributed to:
-
Lack of motivation:
Motivational techniques like Goal Setting Theory (Edwin Locke), Expectancy
Theory (Victor Vroom) and Maslows Hierarchy of Needs can help assessing
the existing motivational levels as well as developing higher levels of
motivation.
Staffing
Job Design
Recruitment
Selection
Rewards
Intrinsic
Social
Developmental
Financial
Development
Knowledge and
technical skills
Attitudes and
abilities
Performance
Management
Standards
Evaluation
Feedback
Enhancement