Performance management system

In order to gain the upper hand in competitive market and get success in business fields, many organizations see that they need to know how ...

In order to gain the upper hand in competitive market and get success in business fields, many organizations see that they need to know how to offer attractive promotion, make development and own potential and creative employees. Moreover, these organizations must establish a system of performance management which will them draw competent candidates, then put them in suitable positions and create favorable opportunities for them to perform individual tasks, develop their abilities along with pursue organization’s vision and strategic objectives, and be willing to contribute their career to the achievements of organization.

I. Benefits of effective performance management


1. Productivity enhancement: It shows in how all people in the organization to work and how they to produce their outcomes.

2. Improvement of employee morale: Working spirit of employee will be improved throughout appraising their on-time performance and whether their rewards are adequate with how much their contributions are.

3. Key performers preservation: Generating the best conditions for employees to develop their abilities and get achievements in work is an important way so that employees trust and put their loyalty in the organization.

4. Boosting profitability: When employees put full of their loyalty in the organization, they will be eager to work by their best and deliver the best service to the organization’s customers. This result in customer loyalty in the organization and these employees as well.

II. Requirements of performance appraisal system


An effectiveness in performance management is presented the following components:

1. Catching the attention of talented people:

Bringing a favorable culture and encouragement in work to employees is one of ways to attract talents and help the organization get success.

2. Hiring the right person for the right job

Firstly the organization shall defined clearly job descriptions and performance expectations. After the job is defined clearly, the organization start to choose potential employees who are suitable for the tasks in job descriptions set forth.

3. Establishment of goals and alignment of objective

Contribution of an employee to the company could be established upon identification of his/her goals and along with the company’s key directions for the sustainable development included its vision, core values and strategic objectives. Click the link below to see more about how the company to set up high-performance goals.

4. Guidance to improve performance

A leader plays role as a coach, counselor or a mentor in give guidance to improve and develop his/her employees’ abilities and skills. Strictly doing following the guidance of a coach, counselor or a mentor, and putting them into practice, employees would reach and achieve their job objectives.

5. Appraisal performance system

Every organization has a system of performance appraisals which used to review and appraise performance results of each employee in comparison with the strategic objectives and goals of the organization. Furthermore, the system helps employees give their feedbacks on ways to learn and improve in their position they are undergoing. Enter into here to see more about how to appraise performance for really work.

6. Designing your performance appraisal system

The performance appraisal is one of important systems in every organization. So it’s necessary to design the system based on firstly identification of outcomes the organization expected in order to meet performance management and achievements. The designed system will help you define your goals clearly and easily realize its components.

7. Customized performance appraisal forms

They are used to evaluate job goals and behavioral competencies in correspondence with core values and strategic objectives set forth by the organization.

8. Establishment of high-performance goals

The high-performance goals are apply for every position in the organization. By this, its managers and employees can be teach to develop high-performance goals that known as S.M.A.R.T tools with specification, available measurement and time bound, which will assist considerably in approaching the organization’s success.

9. Putting into valuable trainings on performance appraisals.

These trainings will be applied for the positions of managers and supervisor in the organization in an aim to make they accomplish appraisal timely and give their feedbacks on ways to learn and raise their position.
10. Guidance to improve performance training

Managers and supervisors will be guided skills for delivering positive feedbacks to their employees who get success in their jobs and who expect to improve their job performances as well.

11. Recognizing and rewarding performance

According to Employee Opinion Survey Benchmark, the best-of-best organizations always put reward in preference consideration. They clearly do better than average or unknown companies in attaching special importance to rewarding who get highest achievements.

12. Training employees for the future

Human resources are the source of the organization’s power, which provide intelligence, build up the brand name and create the prestige and vitality to the organization. So training employees for the future during both good and lean times could be decisive factor bringing to the power of the organization.

III. Planning employee performance appraisal system


A meeting of the manager with each person in early year will be held to together discuss the planning piece of performance appraisal of each employee. The key contents discussed in the meeting are around of the subject: how and what is the job, include:

• How you would do your job in respect to behaviors and competencies.
• What results you would gain in next a year. Tell about your key responsibilities and goals in your job and what objects you would carry out subsequently.

Additionally, the meeting provides the problem about plans for the individual’s development. This will bring improvement in employee performance appraisals thanks to their specific plans set forth. By making expectations of people, the manager has rights to hold people’s account abilities at the end of year.

IV. Executing the performance appraisal system


The performance appraisal of each employee will rely on achievements on goals, objectives and key responsibilities of assignment over the course of year. In order to increase the ratio of success and generate motivated conditions to address any problems arising during job implementation, the manager shall give guidance and deliver developmental feedback to each individual.

Over midway of the year, it is important for the manager to review the individual’s progress for meeting the plans and goals discussed in the meeting on performance plans between manager and employees. For employees to take awareness of positive elements of learning coaching from their manager and asking him/her for developmental feed-backs for job improvement.

V. Employee performance assessment


The manager will give reflections on performance results of his employee over the course of the year in formal. And gather a variety of forms and paperwork provided by the organization in order to assist in assessment. He/she can earn the right to change compensation for the individual according to the quality of the individual’s work.

For superior, before having discussion on assessment results with appraised employee, he/she will put in practice to review the assessment forms completed by appraiser. There will not be any assessed employee who is victim of “myth of quantification”. The numerical date will be provide to prove your assessments. Obviously, an employee performance appraisal is the basis of his/her quality of work. Also this partly depends on assessment opinion provided by a manager.

VI. Employee performance review


The review of an employee performance usually lasts about an hour time. The manager will review the form of his/her employee performance with the self-appraisal upon his/her own performance. Two sides will have honest discussion each other on strengths, weaknesses, achievements during performance in the past a year and problems need to be improved for next period as well. At the end of the discussion, two sides will set a date one more in order to talk about plans for starting the job performance process of each employee for next year.

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