Attendance Policy Sample Template
Consultants, HR teams, writers, and other individuals regularly use the term ‘performance management’.
But with closer analysis, it is evident most people actually mean traditional appraisals. Performance management, on the other hand, is much more than a conventional appraisal.
With performance appraisal, there is no need for employee reviews, evaluations, or appraisals.
Performance management is a process targeted at creating a work setting where people carry out duties to maximum potential.
Many result-driven organizations currently use performance management system software to improve their employee turnover. Getting a clearer idea of what performance management is from this post adds to your skillset for improved employee output.
What Performance Management Is Not
Several misconceptions about performance management makes it difficult for several organizations to actualize its full potential.
In some circles, performance management is consider as a periodic appraisal meeting. Others believe performance management is a preparation for regular appraisals. It is also common for some people to consider performance management a self-evaluation or measuring tool.
Countless businesses use tools to manage and monitor employee improvement, goals, and accomplishments. But these tools are not in-sync with performance management processes.
Performance Management Includes?
Managing employee performance is a system designed to begin when an operation kicks off. The end of performance management becomes expedient when an employee exits your organization.
Performance management includes, and may not be restricted to the following:
- Development of clear job requirements designed to identify selection teams responsible to drive recruitment
- Candidate retention and selection of most-qualified candidates through varying channels
- Conducting interviews to narrow candidate pool
- Organize several meetings to know more about applicants and how they can help your company. Include necessary tests and assignments where applicable
- Initiate employee selection framework to spot perfect candidates with the right cultural fit for vacancies
- Offer most-qualified candidates the position and engage in negotiations on salary, benefits, and more
- Complete onboarding of employee
- Negotiate job requirements and expected standards between new staff and manager/head of department
- Make ongoing education available to new employee
- Provide feedback and coaching to new employee as needed
- Carry out periodic (in most cases, quarterly) performance development meets
- Map out a recognition and compensation template for employees to get rewards for stellar contributions
- Avail career advancement opportunities to employees where necessary
- Assistance with exit interviews if a valued member of your staff wishes to leave your employ
- Finalize payment of emoluments and other benefits to retiring staff
As seen above, performance management has several facets companies use to get more from employees. Most companies use these steps to keep employees’ performance at a top level from hire to exit.
Factors in Performance Management
Generally, four factors determine the kind of performance management employers need to engage:
- Position to be filled
- Duration of employment
- Contribution of staff member to organization
- Employee attitude to work and overall skillset
These factors help managers determine the kind of performance management framework to adopt.
Your relationship with staff has to receive adequate definition. Performance management seeks to define communication between employers and employees at all stages of the working relationship.
Detailed assessment of every employer – employee interaction makes performance management an effective learning tool. There is something to learn from every phase of the performance management process.
It is worth noting that several business improve employee performance from custom management processes. So it is possible for businesses to use some parts of performance management and get needed results.