Human Resources: Performance Management

1303 Words3 Pages

Performance Management One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one. Goal Setting. In my organization for goal setting we follow the SMART method. SMART stands for S-Specific, M-Measurable, A-Achievable, R-Realistic and T-Timely. At the beginning of each year, the manager and the employee sit together and discuss the employees’ skills, strengths and how he would like to grow in the organization. Being in sales our KPIs involve the number of new customers we get as well as the total revenue we generate. So during the goal setting meeting we discuss and agree on a set number of new clients we have to get, say 3 clients for a satisfactory rating of 3, four clients for a rating of 4 (above average performer) and five clients for a rating of 5(exce... ... middle of paper ... ... values. Performance management is a great tool for both the employee as well as the organization. For the employee, it gives the employee a clear picture of his areas of improvement and helps him improve and grow. From the organization’s perspective, it lets them understand the potential they have in their employees and how to realize them. It helps them to analyze who are worthy of being held onto and whom to let go so that the organization grows. In all, an effective tool, if used in the correct manner by all the parties involved. References 1. http://topachievement.com/smart.html 2. http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-7-performance-management/ 3. Organizational Behavior, Stephen Robbins. 4. http://www.peoplestreme.com/what-is-performance-management.shtml 5. Journal of Organizational Behavior Management, Routledge Taylor& Francis Group

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