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Developing Performance Management Systems

DEVELOPING PERFORMANCE MANAGEMENT SYSTEMS

Managing performance is an ongoing process of communication between a supervisor and an employee and it occurs throughout the year, towards accomplishing the strategic objectives of the organization. this process of communication includes clarifying expectation, setting objectives, identifying goals, providing feedback and reviewing results.

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We work with you to develop or modify your Performance Management System which aligns individual's and the organization's goals and  guides employees to focus on what has to be done, how it should be done and what results are to be achieved.

 

Developing Performance Management Systems

​The Performance Management System is essentially a continuous work process to promote and improve employee effectiveness. Managers and employees work together to plan, monitor and review work objectives and overall contributions to the organization. We follow these steps while designing or modifying your existing Performance Management System:

1. Defining Performance Metrics Through the Role Profile.

The Role Profile is the most important document and is the basis of performance management. It defines what is to be done by the employee in terms of

  • Key results expected

  • Technical competencies required (what role holders are expected to know and do)

  • Behavioral competencies ( how role holders are expected to behave)

  • Core values of the organization like quality focus, continuous improvement, customer service, innovation, care and consideration for people, environmental issues and equal opportunity.

2. Developing Processes for Setting Goals and KRAs (Key Result Areas).

Goals and Key Result Areas provide the basis for managing performance throughout the year and for guiding individual improvement and development activities. The outcome of this goal setting process is the DETAILED PERFORMANCE PLAN. It can be used as a reference point while reviewing an employee’s performance and his development areas. This performance and development planning is ideally carried out jointly by the manager and the individual employee. The steps involved are :

  • Setting of objectives and targets in terms of Key Result Areas

  • Setting measures for assessment. It is important to define how the assessment will take place. it is often said that, ‘if you can’t measure it, you can’t manage it’ and ‘what gets measured gets done’. Improvements can start only from an understanding of what the level of current  performance is, in terms of both results and the competence to do the task. This is the basis of  identifying  improvement and  development  needs.

  • Setting criteria for assessment

 3. Tracking Progress Against Agreed Goals and Objectives.

Tracking and measurement of progress helps in providing feedback, by identifying areas where things are going well so that further success can be built up. It also indicates areas where things are not going so well, so that corrective action can be taken.

4. Review and Feedback Mechanism

Performance Management is a forward looking process, and its analysis may provide guidance on areas for improvement, or for raising performance standards. Review and feedback helps in establishing priorities about which key aspects of the job need to be given attention to. And of course, a major focus of attention is on the support employees need, to do well in their work, at the present moment and in the future.  

With this end in mind, we work by encouraging employees to take ownership of their own performance, and overcome challenges.

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