Performance Management

Performance management, a systematic process, is used for improving organizational performance by analyzing the performance of individuals and teams.  To get better results from team and individuals, every organization has to understand and manage performance within an agreed performance management model.

The benefit of the performance management:

1. Identify employees’ strength and weaknesses areas of development

2. Showing the best way to utilize the strength and also finding the way to overcome the weakness.

3. Reveal problems which restrict progress and causing inefficient work practices.

4. Encourage better performance of the staff

5. Determining employee suitability for promotions, training, incentives and new goal. 

6. Reduce the communication gap between staffs and managements.      

I believe, performance management can be done effectively through the following ways:

Organizational Goal/Departmental Target

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Jobs requirement

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Criteria for appraisal

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Work knowledge

Quality of work

Quantity of work

Attitude to work

Communication

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Performance standard for criteria

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Employee’s performance

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Comparison of performance standard & employees performance

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Manager’s Assessment

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Staff’s assessment interview

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Jointly action plan

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Promotion

Incentives

Training

New target

Organizational goal or departmental target mean which organization wants to achieve through out a certain period. Job requirement will tell what to do or what not to do. It will also help you to find out the right people in right person. Criteria of appraisal should be based on work knowledge and skills, quality of work, quantity of work, work habits & attitude and communication.

To do the best appraisal, organization should have a standard level of work. Human resource team will analyze the staff’s performance with the standard level of work. After the HR’s analysis, HR will take the manager’s feedback and will conduct the staff’s interview. HR & manager both should proceed this interview together. At the end, they all will come in a joint action plan. Final agreement can be staff’s promotion & incentive for better performance. It also can be the requirement of extra training or new target for staff.

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