Performance Management System Course

Performance Management

Performance Management is a procedure under which both employees and managers work in unison to plan, observe and review an employee’s task objectives and overall contribution to the organization. Performance Management is much more than just an annual review of performance and is actually the consistent process of setting objectives, monitoring progress and offering a constant guidance and feedback to guarantee that all employees are fulfilling their organizational as well as career goals.

The primary aim of performance management is to boost effectiveness and improve employee efficiency. Performance management is a consistent process by which both employees and their managers strive to plan, monitor and review the work objectives and composite contribution of each employee towards the organization.

Here are some key features of a Performance Management System program:

1. PMS is job specific, encompassing a wide array of jobs in the parent organization.
2. PMS attempts to align the employee tasks with the strategic direction and philosophy of organization.
3. Is easy to understand and apply.
4. Fetches the accurate information about an employee’s performance.
5. PMS includes a collaborative approach of employee and manager based on a two-way communication between them for setting of goals and reviewing performance.
6. Attempts to observe and measure results and actions.
7. Includes both positive feedback for satisfactory performance and constructive feedback when the task requires improvement.
8. Includes for the provision of training and development for all employees.
9. It ensures that employee activities are in support of strategic decisions made by the management.
10. Establishment of a clear communication medium between the management and the employees as to what exactly they are expected to achieve.

As is true for all effective management programs, Performance Management System also needs proper resources and investment, and most importantly support from the executive director, the board and senior managers. What typically can be done to effectively introduce Performance Management System in an organization for the first time, is to form a committee made up of employees, senior managers and executive board members. The target of this committee should be to increase buy-in and support and to also increase know-how about this program.

The support and backing up from the top and middle management of the organization is also dearly needed to recognize the worthy efforts and criticize the inefficient work. The management should also act appropriately to improve the performance of those wanting and change/terminate their responsibilities if they still underperform.

Whenever, you wish to implement a new Performance Management System or modify an existing one, it is significant that a proper two-way communication process takes place between the managers and employees. The purpose and steps involved in this new system must be properly discussed in the process. Also, after completing one calendar year of the new Performance Management System, you ought to analyze and review it as necessary.

Listed below are some of the real benefits of our Performance Management System Course:

• Elementary theories in Performance Management and Appraisal
• Methods in Appraising Performance
• Handling Performance Appraisal issues
• Correct approach to taking the Appraisal Interview
• Performance Appraisal v Performance Management