Performance Management

Performance management is a set of systematicwould introduce new skills or higher levels of
processes that help businesses discover efficient useresponsibility, and improve work processes or
of their business units, financial, human and materialmethods. These developmental activities pave way to
resources.encourage good performance, strengthen job-related
Performance management's focus is on creatingskills and competencies, and help employees keep up
methodical and predictable ways to improve businesswith changes in the workplace, such as the introduction
results, or performance, across organizations. It aidsof new technology.
organizations in achieving their strategic goals.From time to time, organizations find it useful to
Performance management processes constitute: (1)summarize employee performance. This requires the
planning&deliberation of what to do and settingfourth process of performance management, rating.
expectations; (2) monitoring&continually checking onThis enables comparison among a set of employees
performance; (3) developing&improving the capacity toor individual conduct or productivity over a period of
perform; (4) rating&periodically scaling performance inappraisal. The rating of record has a bearing on
a summary fashion; and (5) rewarding&compensatingvarious other personnel actions, such as granting
good performance.within-grade pay increases, and promoting or
The first process, planning, means structuring mindsetdetermining additional retention service credit in a
on how performance should be channeled to achievereduction in force.
objectives considering the goals of the organization. ByIn a productive organization, rewards are used
involving the employees in this process, there would befrequently and profitably. Rewarding, the fifth process
an increased comprehension on the goals of theof performance management comprises this. It means
organization, what needs to be done, why it needs toacknowledging employees' contributions to the
be done, and how well it should be done.agency's mission as an individual or a team player
Employee performance plans should includethrough granting of awards, merits, benefits or
establishment of elements and standards to be usedbonuses. A basic principle of effective management is
for regulatory performance appraisals. It should bethat all conduct is influenced by its consequences. This
versatile, making adjustments in program objectivesapplies, whether the deed is positive or negative.
and work requirements easy.All five components or processes triumphantly result
The second process in performance management isto a natural and effective performance management.
monitoring. It pertains to the consistent assessment ofEach key process should be executed in such a way
performance and providing ongoing remarks tothat there exists coordination and support from these
employees and work groups while they areprocesses, to the supervisors, and to the subordinates.
progressing in attaining organizational goals. Employees'Practicing this should include setting goals; planning
evaluation enables the supervisor to see if employeeswork routinely; measuring progress toward those goals
are meeting predetermined standards, to makeand giving and accepting feedbacks to and from
revisions to problematic standards.employees. High standards should be set but taking
Developing, the third process can be defined ascare to develop the skills required to reach goals and
increasing the capacity to perform. This can be stagedacknowledging productive deeds should never be
through trainings, seminars, and assigning projects thatdisregarded.