Book Title: Performance Management: Key Strategies and Practical Guidelines, 3rd EditionAuthors: Michael ArmstrongPublication Year: 2006Learning Corner is your Knowledge Reference. Improve your Knowledge and Expertise from our Free Learning Corner - Library of Knowledge. We hope that the topics here are useful for your Professional/Personal Learning & Growth Development. Here are some topics w
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From: dharmendra@varite.com <dharmendra@varite.com>
Date: 2008/5/26
Subject: TELECOM MESSAGING ENGINEER,OSS/FAULT AND PERFORMANCE MANAGEMENT...
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Book Description
ISBN-0749445378If you've ever worked for a large corporation, you can probably recall feeling apprehensive as you walked into your boss's office for your annual review. You can probably also identify with your employees' fears that they might leave your office after a review feeling disappointed and bewildered, their raises up in smoke and their confidence shaken. Thus you and
Every big organization runs Performance Management. But are you able to explain to employees a simple thing - “What is Performance Management?” Try to think about it, because the answer is not simple in many companies.
The HR Professionals tend to provide answers like these:
The Performance Management helps to improve the performance of the company by monitoring and evaluating the performance of individual employees.
The Performance Management helps the employees and the company to reach better performance.
The Performance Management helps employees to develop their competencies and skills.
But in reality? There are companies, where the Performance Management is used as a tool for the distribution of bonuses. It is sad, but the managers and employees agree to the rules of the game and the bonuses get distributed. This is a picture of the Performance Management in eyes of many employees. Because their main feeling is a bonus payment after the performance evaluation.
The correct a
Performance Management needs one crucial thing - Performance Management Training. The training is an essential part of the success of the whole concept of Performance Management.
The Performance Management System is not a system to work on its own. The PM needs a lot of support from Human Resources and business leaders to work correctly. When Performance Management System is not managed properly - then every single employee reaches the best performance rating.
The Performance Management Training is a key to success in many companies. The system does not have to be brilliant, but the Performance Management Training can help to set the correct expectations.
The expectations of managers and employees are the critical for the success of the whole Performance Management. The Performance Management Training helps to explain the processes behind the whole system and expected outcomes of the whole Performance Management.
The Performance Management Training helps to get a buy-in of employees in
Many organizations around the globe use sophisticated performance management systems to monitor and evaluate the performance of their employees. These performance systems can be really sophisticated, but they fail in the most important goal – motivating employees to reach higher performance levels and keep developing their skills and competencies.
The overall goals of performance management systems are:
Motivate employees for future development;
Help employees to identify gaps in their skills and competencies;
To provide feed back on the evaluated period and plan the action plan to improve and further develop skills and competencies;
Aiming these goals of Performance Management System is not easy. It is much easier to develop very complex system, which is difficult to use and it is almost a mission impossible to explain the system to individual employees.
As the managers and employees do not understand to the complicated logics and rules behind the system, they start to learn the
What is a Performance Management System?
A performance management system is a defined set of tools, processes and actions that enable you to maximize the performance of your employees.
Why should you have a Performance Management System?
As a CEO you want to get the best return on your investment and employees are probably the most expensive and valuable asset you have. It only makes sense to do everything you can to get the best performance from them. In fact if you don’t think that your employees are your most important asset then stop reading now as this article will be of no value to you.
All of us like to know what is expected of us, in detail. We also like to know how we are performing against those expectations and lastly we want to develop ourselves to meet any gaps in performance and to move toward greater responsibility and reward.
What are the Key Components of a Performance Management System?
There are several key components that need to work together to make a system
PERFORMANCE MANAGEMENT BY MANOJ SHARMAPerformance Management is an ongoing results-driven activity about boosting performance, through which both profitability and fulfillment too are achieved. For it to be a handsome investment of time, resources and energy it has to be a partnership between co-creators (not just a one directional process) based upon measurable win/win/win deliverables.While most people believe in the concept of Performance Management they are not necessarily congruent or competent with it in practice. This cause an inability to profit from a truly useful (and frankly much needed) tool!Sadly, in the majority of organizational settings people tend to be less than favourable towards Performance Management, tending to rush through, avoid or simply pay lip service to it. This usually occurs due to a lack of appreciation on how best to do it. Often the Performance Appraisal / Evaluation part of a Performance Management Initiative deteriorates into a chastising, fault find
