Performance Management
Performance Management
How can Performance Management be defined?
Performance Management is a cyclical process that organisations use to set standards for employees, groups and the general organisation. This process involves recognising, assessing and developing to ensure that these standards are being adhered to by groups as well as individuals.
“Performance Management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organisation.”
Aguinis, H. (2008), Performance Management, 2nd Ed. Prentice Hall, New Jersey, US.
What are the key aims of Performance Management?
Performance Management involves the constant reviewing of employee performance and seeking new ways in which their performance can be enhanced.
Performance management aims to serve the following six purposes:
• Strategic
• Administrative
• Informational
• Developmental
• Organisational Maintenance
• Documentational
Strategic Purpose
The strategic purpose is to take the organisations aims and objectives and help the senior/strategic management achieve their goals. When the organisational goals are linked to the individuals, the system requires that managers behave in a manner in which reflects the organisations goals.
Administrative Purpose
This purpose is to collate information for making administrative decisions about employees. These decisions can be; pay increases, promotions or terminations.
Informational Purpose
This purpose is to provide information to employees on how they are progressing within the organisation and then informing them on areas which need further attention/ improvement.
Development Purposes
This purpose involves management giving feedback to employees through coaching and improves their performance on a continual basis. This feedback should entail the strengths and weaknesses that the employee(s) has shown during his/her performance
How can Performance Management be defined?
Performance Management is a cyclical process that organisations use to set standards for employees, groups and the general organisation. This process involves recognising, assessing and developing to ensure that these standards are being adhered to by groups as well as individuals.
“Performance Management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organisation.”
Aguinis, H. (2008), Performance Management, 2nd Ed. Prentice Hall, New Jersey, US.
What are the key aims of Performance Management?
Performance Management involves the constant reviewing of employee performance and seeking new ways in which their performance can be enhanced.
Performance management aims to serve the following six purposes:
• Strategic
• Administrative
• Informational
• Developmental
• Organisational Maintenance
• Documentational
Strategic Purpose
The strategic purpose is to take the organisations aims and objectives and help the senior/strategic management achieve their goals. When the organisational goals are linked to the individuals, the system requires that managers behave in a manner in which reflects the organisations goals.
Administrative Purpose
This purpose is to collate information for making administrative decisions about employees. These decisions can be; pay increases, promotions or terminations.
Informational Purpose
This purpose is to provide information to employees on how they are progressing within the organisation and then informing them on areas which need further attention/ improvement.
Development Purposes
This purpose involves management giving feedback to employees through coaching and improves their performance on a continual basis. This feedback should entail the strengths and weaknesses that the employee(s) has shown during his/her performance