Principle Of Performance Management

NAME : AMIT JANDU STUDENT ID: 201410022

COURSE: DIPLOMA OF MANAGEMENT UNIT CODE: BSBMGT502B

1. Principle of Performance Management

People performance management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning organizational objectives with employee’s agreed measures, skills, competency requirements, developments plans and delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy

If performance meets or exceeds the desired standard, a reward is given. If performance does not meet the desired standards, a performance development plan is created to address the gap, and a new performance date is scheduled.

Defining Goals:-The first step in performance management is setting the stage correctly—defining individual goals and aligning them with the corporate strategy. The process of setting goals should be a collaborative process between a manager and his or her employees. Once the company-wide strategy is established, individual goals should be created that support the “big picture”. Major Job functions and responsibilities, both shared and individual, should be addressed within a SMART goal framework.

Specific: Well-defined to inform employees exactly what is expected, when, and how much. Measurable: Provide milestones to track progress and motivate employees toward achievement. Achievable: Success needs to be attainable with effort by an average employee, with a bit of a stretch. Relevant: The goals should focus on the greatest impact to the overall corporate strategy. Timely: A goal should be grounded within a time frame to create a sense of urgency for

If an employee is not meeting performance expectations, managers need to provide constructive and honest feedback. It 's important to do this when an issue first arises - before it escalates into a significant problem. Here are a few points to consider when giving constructive feedback:

Prepare

• Think through what you want to address in the meeting, confirm the facts of the performance issue and make sure you know and can describe what happened or is happening

• Be clear about what the issue is and about the consequences if the employee 's performance does not improve

• Plan to meet in a location where there will be privacy and minimal interruptions (note that in a unionized environment, you may have to invite a union representative to be with the employee during the discussion)

• Be calm, so that you can approach the discussion objectively and with clarity State the facts

• Using a non-threatening tone, describe the performance issue in an objective, factual, nonjudgmental way, providing specific examples

• Identify the negative impact on people in the workplace or on the