Asignment Performance Management 3PRM F306A
Weiss and Hartle (1997) “A process for establishing a shared understanding about what is to be achieved and how it is to be achieved, and an approach to managing people that increases the probability of achieving success” *
In my experience performance management means different things the different people. In the company I currently work for performance management is thought of in the negative as being a process by which managers are able to take employees to task over bad performance and ultimately get rid of them.
This may seem archaic and it is the most negative example I have come across in my work life so far, however, even in more forward thinking companies’ employees are often skeptical and suspicious of the performance management process.
Conversely I have been fortunate to see performance management at its best. For me performance management is all about taking the core goals of the organisation and ensuring that departmental, team and individuals tasks and behaviors link to and support these goals. In this way employees understand what is expected of them, why the work is important and how it links into the overall performance of the organisation. They are engaged and feel confident in their work knowing that they are contributing to the success of the company.
Performance management assists oganisations in motivating and empowering their employees by setting clear goals and rewarding them not only for what they achieve but also the way in which they achieve. In doing this organisations can focus on what is really important to the success of the business. They can recruit and retain the best employees, and motivate and develop by training and challenging the workforce. Performance management allows succession planning so that job roles can be filled with skilled, motivated, experienced employees.
Components of Performance Management
Performance management is a cyclical process involving a number different components.
Goal setting is a key
In my experience performance management means different things the different people. In the company I currently work for performance management is thought of in the negative as being a process by which managers are able to take employees to task over bad performance and ultimately get rid of them.
This may seem archaic and it is the most negative example I have come across in my work life so far, however, even in more forward thinking companies’ employees are often skeptical and suspicious of the performance management process.
Conversely I have been fortunate to see performance management at its best. For me performance management is all about taking the core goals of the organisation and ensuring that departmental, team and individuals tasks and behaviors link to and support these goals. In this way employees understand what is expected of them, why the work is important and how it links into the overall performance of the organisation. They are engaged and feel confident in their work knowing that they are contributing to the success of the company.
Performance management assists oganisations in motivating and empowering their employees by setting clear goals and rewarding them not only for what they achieve but also the way in which they achieve. In doing this organisations can focus on what is really important to the success of the business. They can recruit and retain the best employees, and motivate and develop by training and challenging the workforce. Performance management allows succession planning so that job roles can be filled with skilled, motivated, experienced employees.
Components of Performance Management
Performance management is a cyclical process involving a number different components.
Goal setting is a key