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Definition Of Performance Management

If you’ve ever participated in an employee appraisal or held a strategy meeting between an employee and a member of management, you’ve experienced performance management. But while these are credible examples, the reality is that performance management goes far beyond the one-on-one meeting with the boss.

Performance management is a set of processes that aim to develop an employee so that he can perform his job effectively. It depends on ongoing communication between the supervisor and the employee to support the achievement of the organization’s strategic purposes. The purpose of performance management is to improve employee performance in constructive and lasting ways ; it is an ongoing process that, when used correctly, can lead to continuous improvement.

What Does Employee Performance Management Include?

As mentioned earlier, performance management is not restricted to annual performance reviews; it is a system that expands throughout the period of employment of an employee with the company. In this way, performance management includes every interaction that management has with an employee, at every stage of the employee’s journey. The ideal is to turn all these interactions into a positive learning opportunity.

Components Of A Performance Management System

Performance management systems can take many forms, and yours will likely be unique to your company’s values, culture, and goals. However, most of them follow a similar structure. These are the common components/actions of a performance management system:

Create clear job descriptions

Recruit qualified candidates

interview candidates

Hold an additional meeting with candidates and test them to determine strengths

Select the most qualified candidates based on ability and cultural fit

Expand job offers to qualified candidates and negotiate terms and conditions of employment

Welcome new employees to the company

Guide and integrate new employees into the company and culture

Negotiate standards based on performance and achievements

Offer additional training and education

give direct feedback

Hold regular discussions about performance development

Create employee recognition and reward systems

Offer promotional and career development opportunities

Assist in exit interviews to determine cause of termination

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