SOME GUIDELINES FOR PERFORMANCE MANAGEMENT

At present, it is extremely important, considering, performance management, as companies incorporate them into their strategies for effective management. But many people find it difficult process, especially since a lot of options to offer - the organization, department / office, products or services, and staff, among others.

To minimize this confusion, listed below, to give you an overview of what makes performance management is all about and participation in this process.

What is Performance Management?

Performance management is a process that both managers and employees (a person who supports it) to offer to the definition of common goals in relation to the overall objectives of the business, looking at the productivity of workers.

Why is this important?

The effectiveness of management provides a framework for employees and managers to assess their performance and reach agreement on some issues and problems in accordance with the overall corporate structure. This allows both parties to clear goals that can help them in their work and in their professional development.

The effectiveness of management?

Work / team leader, supervisor, manager, director or head of the department - performance management of those entitled to control others.

What processes are involved?

Here are steps in the process of performance management:

The first plan

This stage performance management process including the creation of job descriptions and identify the main functions of staff members and determine the strategic planning / s department or company as a whole.

Description of work

Job Description for a vacant post is used, which defines a rule as follows for advertising:

- Specific functions, duties and responsibilities of the position
- Time taken to act on certain features
- Required skill (skills, knowledge and skills) to do the job
- Physical and emotional needs of the position
- Salary for the position
- To report the location of

Job descriptions, personnel shall be transferred shortly after it was installed. Note, however, is that job descriptions are listed with the words, it is difficult to measure the performance of employees. They are opposed to the competence, skills in these tasks are required and in terms that can be measured in the listing.

Strategic Plan

As a result of the strategic plan shows three things:

- Where the company is moving in the coming year / s
- How does the company get there.
- How will the company know if it already exists or not.

Included in the strategic plan are as follows:

Model - the main reason why your department (or company).
Purpose - associated with the model, they determine the outcome of that pre-application / s
Strategic initiatives - to determine what steps should be taken to achieve each goal. This is a dynamic process which checks are usually at times like a year or two.

To develop the second

This stage performance management process includes the development of standards that provides the scale, as the specific work to be done to (or above) describes the expectations of the meeting. They explained that new employees and then used to assess performance.

Standards, usually with the help of employees who actually described the task or function. There are several advantages of this approach:

- Standards will be adapted to the job requirements
- Standards will be applied to actual working
- Standards will be easy to understand, the employee (and manager performance, a)
- Standards will be accepted (and accepted) to be the performance of employees and managers

Standards are usually in the form of ratings (from 1 to 5, E) used by managers to assess the actual level of performance of the employee.

A third of Monitoring

This phase includes the monitoring of process performance management of staff and feedback from them.

As the basis of feedback observations should be checked: they have the facts and work-related events, attitudes and actions contribute to, the statements and results. Contact this kind of behavior is called feedback, and they help to improve staff and / or maintain the good performance of the right of workers to areas that need improvement seen, not judging his character and motives.

Fourth Assessment

This phase includes an assessment of performance. This is an important aspect of the performance management process, especially because it is important for managers to evaluate the performance of displacement earnings.

Performance appraisal form has the following features:

- Information about employees
- Standards of Performance
- Rating Scale
- Signatures
- Recommendations for the development of staff performance
- Comments of staff
- Employee Self-Assessment

Why appraisal? It provides an opportunity to increase productivity in the future, not only for employees but also for managers as well. Evaluating the effectiveness of allowing managers to obtain information from employees to help them get a job to be productive workers.

The Fifth Development and Planning Commission

This phase includes the performance management process to build a plan to increase employee productivity and development targets. It supports general corporate purposes, while the quality of employees:

- Promote continuing education and professional development.
- We support our employees receive their power, that (and exceed) to meet expectations.
- Increased work - or work-related skills and experience.

Finally, performance management is a process that, if they can in a fair and effective functioning of the company to improve the quality of the workforce to raise standards, improve customer satisfaction and professional development and experience that not only employees, but the organization as a whole will benefit.