Performance Management
A Performance Management System in which employee performance can be directed, monitored, and refined with SMART objectives for the organisation and the individual which have been clearly communicated and agreed is essential to any organisation or business that aims for continous improvement.
- Specific
- Measurable
- Appropriate
- Relevant
- Timed
Effective appraisal systems hinge on many different factors. Foremost the performance criteria being very clear and precise, the appraiser having the correct management information and having carried out all relevant research with specifics and the feedback being constructive. If there is a lack of appraisal skills and or communication the system will fail to achieve its objectives. The review process must have structure and substance.
The critical point about employee performance management is that handing out job descriptions, carrying out staff appraisals and issuing a list of objectives is just not adequate. The overall employee performance management system is key with managers that can use and understand the system effectively. In a recent survey (Personnel Today 29 Jan 2008) 87% of organisations state competent managers as the most effective tool to deter under-performance.
Too often great plans stay as 'plans'. Typically, the energy and enthusiasm generated during the planning process quickly ebbs away, swamped by the weight of day to day operational issues.
From the very simple business performance management system to the elite, we can design, train, implement, monitor and manage your organisational performance. At Connect HR & Recruitment Ltd we offer a free confidential consultation to discuss your current performance management system, previous difficulties and ideal objectives for the future or for performance management document templates, CLICK HERE.
