Steps involved in Performance Management Process

Performance management is a management which evaluates the contribution or performance of employees in an organization to achieve its goals. The effective performance management focuses upon aligning the work force, establishing the competencies, improving the performance of employees and developing their skills and obtaining better results.

Identification of issues of Performance Management Process

First step is to identify the issue which already exists in the organization. This step is necessary in order to fix what has gone wrong. This process does not have to get difficult and complicated. It is meant to solve problems so that organization can meet the demand of business and fulfill the needs of employees. (Sarieddine, 2014)

Identification of competencies of Performance Management Process

The required skills, needs of objectives and required behaviors are outlined and highlighted so that employees can know what is required from them. This clarity is necessary so employees can develop appropriate skills to meet the demand of organizational goal.

Individual goals distribution of Performance Management Process

Performance based decisions are taken by the organization. An understandable and well defined system is used; this system allows easy communication of required performance. Lack of communication or goals distribution can make the whole procedure inconsistent and goals become hard to achieve.

Effective performance is identified of Performance Management Process

 An easy system of performance evaluation should be designed. If an appropriate system and communication system is missing then performance can get affected. (Saba.com, 2018)

Frequency of feedback of Performance Management Process

Annual reviews take a lot of time and useless in order to improve performance. Therefore, performance feedback should be given on weekly, monthly basis.

Training programs of employees of Performance Management Process

In order to achieve the objectives with great efficiency effective training programs should be provided to managers as well as employees. It should be assured that the training provides them easy, effective and long lasting skills and knowledge.

Identification of feedback providers of Performance Management Process

The feedback of managers is alone not enough therefore compliment or feedback of other senior leaders of the organization is also required. This vast spectrum can also include partners, consumers and customers.

Performance tracking and outline of goals of Performance Management Process

Goals of every employee are outlined. The progress as well as relevant organizational goal is checked. And it is estimated that how close organization is to achieve the objective. The energy is contributed in actions which have a long term effect and which make sense.

Execution of plan of Performance Management Process

People who put extra effort in organization should be rewarded and the effort should be acknowledged.

Purposes of Performance Management Systems

The purpose of performance management system is to translate the vision of organization into practice and find ways to improve performances of employee so that they make more effective contribution. The purpose is also to have an effective communication with managers and employees. This also helps to identify the weakness and strengths of the employees. This can be done through giving effective feedback, and by rewarding and appreciating their performance.

The performance management is part of everyday practice of management therefore it is possible that the inadequate performance is evaluated and corrected at in prime stage. It provides feedback to design the job and bring flexibility in organization to meet future challenges and adapt according changing extrinsic environment.

Criteria that measure Effectiveness of Performance Management System

The five criteria which check the effectiveness of performance management system includes:

The comparative criteria of Performance Management Process

It aligns performance of an employee with the performance of the organization. In this criterion the performance of an employee is compared with other set of group. This can cause recruitment of new talent as well.

The attribute criteria of Performance Management Process

It defines the performance and evaluates the performance by comparing it with already existing groups, team, judgment etc.

The behavioral criteria of Performance Management Process

It gives a frame work according to which a group or people’s behavior should be evaluated.

The criteria of result of Performance Management Process

Main focal of this criterion is to remove any option, action or employee or team so that result can be improved and goal is achieved with great effectiveness.

The criteria of quality of Performance Management Process

There are plenty of techniques which should be adopted to improve the productivity. If a standard of quality is present than other steps taken would be in comparison with it.

References of Performance Management Process

Saba.com. (2018). Performance management processes and best practices. Retrieved from https://www.saba.com/resources/centers-of-excellence/performance-management-processes

Sarieddine, I. (2014, December 17). Effective Performance Management Process: Five approaches defined. Retrieved from https://www.hr.com/en/magazines/all_articles/effective-performance-management-process-five-appr_i3t1jcg4.html