Performance Management systems

Topics: Management, Performance management, Organization Pages: 5 (1388 words) Published: March 2, 2014
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 that the policies set out stipulate this).

6. Write a paragraph explaining why you think performance evaluations are necessary and the method/s that you consider best to be utilized. I think the importance of performance evaluations is twofold. In my experience, working in an extremely under-resourced organisation, it has been very difficult for me in the past to gain feedback from my supervisors about my performance. One to one time with a manager is rare. This has at times resulted in frustration because I have felt as though I have not been able to gain direction in my work. I fear that at times this may be the case for the staff that I supervise also. Therefore, I believe that on one level performance management systems are extremely important as a method of support for staff. On a more obvious note, performance management systems can also lead to improved output and performance of individuals, which ultimately leads to improved results for the organisation. In terms of what method I believe to be most effective, I believe that there are some core principles that must be followed. The plans should be developed with staff so as to ensure owndership, implementation must be consistent and timely (3 month reviews shouldn’t be undertaken at 7 months!). 7. Why is it important that both managers and employees receive suitable training in how to handle performance review interviews?

Without training about how to handle performance review interviews, there is a very big risk that the appraisal will not be effective and even more concerning is that it could prove counterproductive and damage the supervisor/employee relationship.

Training equips managers and team leaders with skills to conduct positive appraisals. It assist employees to understand the new relationships and how performance issues are openly discussed and resolved.

Training sessions also can assist employee to see how their work links to the goals of the organisation.

8. Explain why and how...
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