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Introduction of Performance Management (Objectives of Performance…
Introduction of Performance Management
Definition of Performance Management
Performance management is a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization. More than just an annual performance review, performance management is the continuous process of setting objectives, assessing progress and providing on-going coaching and feedback to ensure that employees are meeting their objectives and career goals.
Definition of Performance Appraisal
Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.
Objectives of Performance Management
Promote personal growth & advancement in career
Creates a basis for administrative decisions strategic planning
Identify barriers & resolving them
Promote 2-way communication
encouraging employees:boost performance
Enable employees to achieve superior standards of work
Help employees identify knowledge & skills required
Differences between PM & PA
Performance Appraisal:
-Linked with pay
-Focus on top down assessment
-Performed annually
-Usage of rating is common
-Focus is on traits
-Monolithic system
Performance Management:
-Not linked directly with pay
-Focus is on quantifiable objectives, values & behavior
-Usage of rating less common
-Continuous reviews are performed
-Flexible system
-Stresses on mutual objective setting
Handling Difficult situations in performance management process
1) Maintain control of the meeting
2) Put clear boundaries in place and ensure that the conversation are kept within them
3) Remain calm at all times - never respond to anger with anger
4) Use questioning techniques to clarify facts
5) Be firm and restate their position as necessary
6) Decide what tactics are working and if they need to change their approach. Know when to expand a conversation by seeking clarification and gaining understanding and when to restrict it.
7) Decide if and when they need to adjourn for a break to allow either party to consider their position or to cool things down
8) Stay clear of emotive language and do not respond to manipulative behaviours
9) Allow people to have their say and listen to them, but make it clear that rudeness or other form of unacceptable behaviour will not be tolerated. Terminate the meeting before things get out of hand
10) If, in spite of the facts, the individual is in denial, restate the evidence, indicate what happens next (possibly another meeting after a cooling off period) and close the meeting
Benefits of performance management system
Management point of view
Introduce effective learning
plan individual careers
recognise individual contributions
motivate & engage employees
guide individual & team effort
Integrate individual, team & corporate objectives
Individual point of view
Know what is expected of them
know how they stand
know what they need to do to reach their goals
be able to discuss their present job, development, training needs & future