Performance Management systems
1. What is the main goal of a Performance Management System?
Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development. The overall aim is to equip staff with the competencies and commitment to deliver on shared organisational goals .
2. Why is it necessary to develop and implement a Performance Management System?
A well developed performance management system assist to develop staff and can result in significantly improved output and performance, which ultimately leads to improved results for the organisation. Without a well developed and implemented performance management system, an organisation can risk poor staff performance and a high turnover of staff due to lack of support.
3. What are the three stages of Performance Management?
• planning for performance – setting performance goals, establishing performance standards and setting performance expectations, identifying developmental goals in work (action) plans
• performance appraisal – observing, documenting and assessing performance
• performance improvement – providing regular feedback, review performance appraisal, rewarding excellent performance
4. List the four groups who are involved in Performance Management?
• your team
• you, as a supervisor
• human resource professional
• union representatives.
5. Why is it necessary to ensure that performance management and review processes are consistent with business objectives and policies?
Staff performance plans must be based on the overall aims and objectives of the organisation so as to ensure that each staff member is working cohesively towards the same goal. They must also adhere to organisational policies so as to ensure that they are fair and consistent across the organisation. This also assures that they comply with legislation (that is, presuming
Performance management systems are designed to improve both individual and organisational performance by identifying what skills are needed to perform a role, providing regular feedback and assisting the employees in their career development. The overall aim is to equip staff with the competencies and commitment to deliver on shared organisational goals .
2. Why is it necessary to develop and implement a Performance Management System?
A well developed performance management system assist to develop staff and can result in significantly improved output and performance, which ultimately leads to improved results for the organisation. Without a well developed and implemented performance management system, an organisation can risk poor staff performance and a high turnover of staff due to lack of support.
3. What are the three stages of Performance Management?
• planning for performance – setting performance goals, establishing performance standards and setting performance expectations, identifying developmental goals in work (action) plans
• performance appraisal – observing, documenting and assessing performance
• performance improvement – providing regular feedback, review performance appraisal, rewarding excellent performance
4. List the four groups who are involved in Performance Management?
• your team
• you, as a supervisor
• human resource professional
• union representatives.
5. Why is it necessary to ensure that performance management and review processes are consistent with business objectives and policies?
Staff performance plans must be based on the overall aims and objectives of the organisation so as to ensure that each staff member is working cohesively towards the same goal. They must also adhere to organisational policies so as to ensure that they are fair and consistent across the organisation. This also assures that they comply with legislation (that is, presuming