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Why Manage Performance in the Workplace?



Employee Performance Management is about aligning the organizational objectives with the employees’ agreed conditions, skills, competency requirements, development plans and the delivery of results. So with addition of all these, the objective of the organization is to improve, learn and develop the overall business strategy and to create a high performance workforce.

Performance Management is used to ensure that employees' activities and outcomes are congruent with the organization’s objectives and entails specifying those activities and outcomes that will result in the firm successfully implementing the strategy (Noe et al. 2000, p.55).


An effective Performance Management should consists of followings;
  • For the employee to contribute to achieving the organization objectives, those individuals’ objectives should linked with organization’s mission and strategic plans.
  • Through the results, actions and behaviours should set clear performance objectives and expectations. 
  • Defining clear development plans as part of the process.
  • Carrying out coaching, mentoring, getting feedbacks and undergoing assessments throughout the performance cycle.

Following figure, shows how performance management conduct in an annual event. Also the difference between the two processes.


Annual Appraisals
Performance Management
Organization will not be able to achieve its goal.
Communication between employee and manager improves such that the work tasks given priority to achieve the objectives.
Both managers and employees are confused on how they are judged on the outcome of the appraisal.

Both the employee and manager do clearly understand how they are being assessed.
As an annual staff review is infrequent, both managers and employees find it difficult to remember what actually happened during the year.

Can evaluate frequently who has or has not achieved their objectives and make adjustments to ensure expectations can be met.
Annual appraisal is executed on the employees’ anniversary which does not coincide with any particular performance period.
Employee becomes more engaged with the organization and their learning and development starts to happen.
Subjective Manager opinion.
Strategic and operational objectives can be set at the beginning of the performance period.

  
References;

Comments

  1. Unknown2 January 2018 at 07:23

    Performance management, it is the process through which managers ensure that employees’ activities and outputs contribute to the organization’s goals.
    This process includes;
    · Knowing what activities and outputs are desired
    · Observing whether they occur
    · Providing feedback to help employees meet expectations

    But if the performance management system created competition among team members, what would you suggest?

    ReplyDelete
    Replies
    1. Supun Nirmal2 January 2018 at 14:12

      As you too have mentioned, performance management is for the contribution to the organization’s goal. So if the employees try to create a competition among team members, managers should make collaboration criterion to be evaluated within themselves. So that would make them engage in team work as well.

      Delete
  2. Unknown3 January 2018 at 03:38

    As I have observed, many organizations have developed a wide variety of methods for measuring performance. Therefore, what would you suggest for varieties for the measures to be taken?
    Because Managers must make sure that performance management systems and decisions treat employees equally, without regard to their race, sex, or other protected status.

    ReplyDelete
    Replies
    1. Supun Nirmal3 January 2018 at 04:45

      Yeah, so we could add varieties such as; Quality, Comparative, Attribute, Behaviors and Results.

      Adding more Performance feedback should be a regular, scheduled management activity, so that employees can correct problems as soon as they occur.

      Delete
  3. Manju Gunasekera12 January 2018 at 20:41

    As Umesh mentioned, there are many methods that we can use for performance evaluation. Graphic Rating Scales, Checklist method, Critical incidents method, Management by objectives method are some of them. HR Heads must develop suitable method according to their business.

    ReplyDelete

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