The term of "Performance" has become so popular in recent years in a wide range of activities.such as in the arts, in literature, and in the social sciences., but term of "performance management" came into usage in the HRM field in the early 1990s. 'To perform' can be define as 'to do something up to a standard- to succeed, to excel'. As well as to performance, There are so many definitions. Assessment of Performance entails evaluation of inputs and outputs (Brumbach, 1988) ,
Armstrong (2017, P.392) explain that Performance is the ‘outcome of three determinants'. There are Facts & Things - Achievements,How things are done - need process as well as ways and Motivation to do them - rewards & punish.
'Performance Management' is also very important matter in this Era. The Performance Management can be describe like this. Performance Management is process of communication & undertaking partnership between employee and employees' supervisor or manager, that involves establishing clear expectation with these matters. There are, how the employees contributes of their job as well as how they dedicated their jobs into achieve the goals of the organization .In other way Performance Management means preventing drawbacks as well as poor performance because Performance Management is done with workers/Employee to benefits the employee,manager and the organization and is best done in co-operative as collaborative way. But finally most of people thought that Performance Management is about filling out and filling forms. No it's not. We should know, Performance Management is not Mangers do something to an employee , Only used in situations such as poor Performance , Completing forms about related matters in once a year and forcing employees to work better or harder.
Why do we need Performance Management?
In the real sense of the word if managers as well as employees follow performance management they are able to reach their job and career goals. Actually Performance Management can help to reach efficiency and effective work output. Because Performance Management focus on future planning and improvement for performance rather than on retrospective performance appraisal. Like these function as a continuous and evolutionary process in which performance improves over time. Managing performance also very important because without managing performance unable to build a clear shared vision for made clear organizational goals , To clarified job definition and criteria for job success, To provide clear framework for teams as well as for rewards and etc.
The Performance Management Cycle (Armstrong, 2006)
"Planning for Performance, Supporting Performance and Assessing Performance are Components Of Performance Management" (Henderson, 2010). Above mention Performance Management Cycle also describe about those three component.
* planning - Confirming Performance development
* Acting - Looking for Managing Performance
* Reviewing - Assessing how they achieving and progressing.(this is help for action plans prepared and agreed in many schemes)
Further more There are few criteria for an effective Performance Management approach to be succeed what Managers and employees need in our as well as your Organizations. There are,
1) Proper coordinating of work that the objectives,purposes and goals of the organization,units and employees are aimed at the same bull's eye.
2) Keep the organization from becoming more effectively with identify problems in process.
3) Company conforms to laws and guidelines for document performance as well as to discourage frivolous lawsuits and grievances and to serve as evidence,if necessary.
4) Need to obtain clear and clarified Information for making decisions about employee development strategies,training and promotions.
5) Need to preventing mistakes by clarifying expectations,establishing shared proper understanding of employees what can do and can't do on their own,and put-forward or showing how each employee's job fit and match into the big picture.
6) Should provide regular ongoing feedback to employees because in a way that will supports their motivation.after that need to planning employee development and training activities.
"Every employees want clear pathway directions, freedom to do their works and encouragement without control.Like that The Performance Management System Should be a control only by exception.Therefor system should make as a collaborative development system.There are two ways,
01.The Entire performance management process - coaching,counseling,feedback,tracking,recognition and encourage development.Usually with the help of these interactions employees,team members grow and develop.
02.Move to strategic development because employees ask what they need to be able to do bigger and better things"
(Armstrong,M.,2006 cited in Egan,1995)
In Performance Management, concept of Measuring Performance is an important topic.Actually this is the basis for providing and generating feedback as well as it provide the foundations for building further success and it indicates where thing
s are going well or not. Measuring Performance is easy for those who are achieving their goals and targets but more difficult in the case of knowledge workers.Scientists are example for that.If we are able to make distinction between two forms of results which is outputs and outcomes,that mention difficulty is alleviated.
An Output - A result(can be measured)
An Outcome - Visible effect,result of effort (cannot necessarily be measured)
According to CIPD survey in 2003 following Performance measures were used by the respondents.
1.Achievement of objectives.
2.Competence.
3.Quality
4.Contribution to team.
5.Customer care.
6.Working relationships.
7.Productivity.
8.Flexibility.
9.Skills/Learning targets.
10.Aligning personal objectives with organizational goals.
11.Business awareness.
12.Financial awareness.
(Armstrong,2006 cited in Armstrongand Baron,2004)
Above is small description about Performance Management in modern HRM.
Post Author: Heshanga Amarasiri
Hi Heshanga,
ReplyDelete"Filling out forms is not all about performance management", yes very true. As you mentioned filling out forms can help poor performers to do better. In addition I would like suggest performance evaluation for a high performer can be done as a praise and motivation to them and they will keep up their good and hard work in future too.
In this case, I am interested to know about Nations Trust Bank performance evaluation system as well.
Thanks Dear Nohani. In NTB each employee has performance points marking scheme which is related to their target achievements.this is evaluating each month. furthermore there is a cluster performance evaluating system also we have.Finally all these performance evaluating monthly to annually & awarding them those who are in top of point scheme.
ReplyDeleteThank you very much for providing those information. Interesting subject to know.
DeletePerformance management is always can see in person's activities in the office or any working place. Performance is link with success.
ReplyDeleteSuccess people always perform well.Therefore apply all these real situations as well as in your life progresses.
It is required to identify knowledge, skills and abilities to perform job competently in planning performance. Employees' performance can be monitored in informal way. How ever good performance appraisal should be identify organisations needs, managers needs and workers needs well. If these needs are put together in a common platform, performance appraisal may be work smoothly.
ReplyDelete