Performance Management for Dummies: What is ' performance management '?

Attracting, search, recruitment and retention of the best. has always been and remains a challenge. You can not pull it on the brakes, because only through this weighty competitors get an advantage. These problems require special attention and insight, and performance management of the company is able to provide all the necessary trump cards.

What is performance management.

The term. ' performance management '. (or in English. performance management. ) Contains the definition of the phenomenon and. performance Management. includes. planning strategy. organization and determining methods to achieve their goals;. planning. employees and encouraging them, depending on the contributions to the achievement of common goals;. assessment of the costs. compared to the profits.

Performance management (performance management). answers to the questions of motivation, evaluation, retention and remuneration of staff. In fact, p. erformance management. - a. individually adaptable. the needs of a specific company program that allows you to monitor the pace to achieve their goals, adjusting traffic and identifying strengths and weaknesses.

performance Management. - A complicated process, but rather, a package of interrelated processes. Performance management. allows you to link together several functions and ' draw ' the big picture of the real state of affairs in the organization. As a result, the company receives. objective and timely information. Allowing both ordinary employees and managers to understand what specific actions should be taken to achieve maximum results the organization.

performance Management. - It is something more than an annual assessment of the employee and the results of his work. As already mentioned, this capacious process includes the following important aspects:.

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  A clear definition of. roles / positions. and related. competency.
  


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  Create a clear understanding of how the actions and the contribution of each employee ( regardless of its ' level' in the company) are interconnected and aligned with the mission and goals of the organization (. alignment and cascading of goals. ).
  


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  Setting clear. Criteria and Standards. quality of staff at all levels of the organization.
  


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  Monitoring and measurement of vibration. key performance indicators. (KPI or KPI - key performance indicators). at the level of employee groups (eg departments ) as well as on the individual.
  


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  Carrying out the process. evaluate the effectiveness of. ( orally and in writing) in the context of its impact on the achievement of individual and corporate goals.
  

note.

performance Management. aimed at developing skills and improving the productivity of individual employees and teams. This is not just a way to get employees to achieve goals, orders from the leadership. Rather, it is permanent. joint efforts. managers and employees of the organization, aimed at creating an environment where every employee is responsible for the results of their work and take part in the success of the company ( both qualitatively and quantitatively).

Next:. Why is the annual assessment is not a panacea, and how to improve engagement with performance management.