Defining performance management

 

Performance management is the process of establishing goals, tracking accomplishments, and giving staff feedback in order to assist them reach their objectives and enhance their performance. It is a thorough method of personnel management that emphasizes matching personnel objectives to business objectives in order to increase overall performance of the business (Cardy & Leonard 2014).

The main aim of performance management is to develop the performance of employees, teams, and the company collectively.  Clear performance expectations must be established, feedback must be given frequently, strengths and weaknesses must be identified, and action plans must be created to close performance gaps. Planning, monitoring, developing, and assessing employee performance throughout time combine the process (Hartog, Boselie & Paauwe 2004).

It takes a well-designed system with a number of components to manage performance effectively. Goal setting, performance planning, continual coaching and feedback, performance reviews, and recognition and awards are a few examples.

The performance management system of a particular organization should be flexible and adaptable meanwhile it needs to be aligned with the mission and vison of the organization. Setting goals is an essential part of performance management. It entails establishing SMART goals—specific, measurable, achievable, relevant, and time-bound—that are in line with the strategic goals of the firm. To make sure that they are worthwhile and attainable, goals should be created with the participation of the employees even though that is difficult (Moynihan 2005).

Creating a plan to accomplish the objectives established during goal setting is known as performance planning. This can entail determining the need for training and development, offering tools and support, and outlining expectations.

To make sure personnel are on track to meet their objectives, ongoing feedback and coaching are crucial. Employees can recognize their strengths and areas for improvement by receiving regular feedback. Coaching offers assistance and direction to help workers overcome challenges and enhance their performance.

To reinforce desired behaviors and thank employees for their accomplishments, rewards and recognition are crucial. Bonuses, promotions, and non-monetary rewards like visibility in public and career prospects are just a few of the many possible types of rewards.


To summarize, performance management is a thorough method of personnel administration that emphasizes raising performance, coordinating personal objectives with business objectives, and raising general effectiveness and efficiency. Goal setting, performance planning, continual feedback and coaching, performance evaluations, recognition and incentives are just a few of the elements that make up an efficient performance management system.

 


 References

  • Cardy, RL & Leonard, B 2011, Performance Management: Concepts, Skills, and Exercises, M.E. Sharpe.
  • Hartog, DND, Boselie, P & Paauwe, J 2004, “Performance Management: A Model and Research Agenda,” Applied Psychology, 53(4):556–569.
  • Moynihan, DP 2005, “Goal-Based Learning and the Future of Performance Management,” Public Administration Review, 65(2):203–216.

Comments

  1. Udeshika Wanninayake23 April 2023 at 00:58

    Excellent Work. When employees have clear and meaningful goals aligned with the overall objectives of the organization, they are more motivated and focused on achieving those goals. This leads to improved performance and productivity, driving the success of the business.

    ReplyDelete

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