Performance Management Flashcards
Performance Management is..
Performance Management is a method used to measure and improve the effectiveness of the people in an organization.
Performance Management is actually a system composed of several activities, including:
-> Goal setting, tracking changes, coaching, motivation, appraisal (or review), and employee development.
The Performance Management cycle begins with goal setting. Performance is then tracked against the employee‘s goals and eventually appraised, usually in a formal year-end meeting.
Why performance matters
Competitiveness is based on the effectiveness of human assets – on the ability of employees to create, to apply their skills and accumulated knowledge, to work effectively together, and to treat customers well.
+Shareholders observe better results
+Managers are more successful
+ Employees experience greater job security
The performance of an organization depends on the performance of the people
Goals Top-down
Enterprise level = strategic goal
Operating Unit level = goal per unit
Individual Employee level = individual goal
Characteristics of effective goals
Goals must be:
Recognised as important Clear Written in specific terms Measurable and framed in time Aligned with the organizational strategy Achievable but challenging Supported by appropriate rewards
Motivation might be reached by:
Motivation might be reached by: Making salaries fair and competitive Demonstrating trust Introducing challenge Encouraging people to become experts Eliminating fear from the workplace Empowering people and avoiding micromanagement Hiring self-motivated people Being a good boss
How to Monitor performance and detect gaps ?
Through direct observation, data gathering, discussion, active listening and thoughtful questioning.
(Looking for What‘s Going Right and Wrong)
What is Coaching?
Coaching is an interactive process through which managers and supervisors aim to close performance gaps, teach skills, introduce knowledge and incubate values and desirable work behaviors.
4 steps of coaching
Observation,
discussion and agreement
active coaching
follow up.
What’s important in coaching?
that the other person sees a CLEAR BENEFIT in the coaching goals.
+ Feedback from both parties
Performance Appraisal is…
Performance Appraisal is a formal method for assessing how well an individual employee is doing with respect to his assigned goals.
The purpose of Performance Appraisal is…
Communicate personal goals
Motivate performance
Provide constructive feedback
Set the stage for an effective development plan.
The 8 steps of an effective Performance Appraisal are:
1 Preparation 2 The appraisal meeting 3 Identifying both good and bad performance 4 Finding the root causes of performance gaps 5 Planning how the gaps will be closed 6 Re-evaluating goals 7 Documenting the meeting 8 Follow up
Employee Development
Employee Development begins with an understanding of an employee‘s current state of workplace know-how and performance, aspirations, and motivation.
There are 3 elements that support Employee Development:
1 Employee motivation
2 Organizational resources
3 Supportive managers
basic tactics of employee development
Job redesign
Task delegation
Skill training
Career development
3 elements that support Employee Development:
There are 3 elements that support Employee Development:
1 Employee motivation
2 Organizational resources
3 Supportive managers
