Employee performance refers to the results achieved by each employee as compared to their job responsibilities and the corresponding position that they are employed in. By measuring the performance and working capabilities of your staff, you can execute your plans better and keep a note of your overall organizational performance, as well as monitor how staff members are improving or taking note of where improvement needs to be made.
Performance managing assists management in achieving organizational goals by motivating and helping employees to achieve excellent performance. This is based on a consensus between managers and employees on certain goals and how to achieve them. The purpose of performance managing is to achieve the effect of improving company performance by stimulating the enthusiasm of employees and improving their abilities and qualities.
The Focus of Performance Management
Performance management is a key aspect for any organization that wants to integrate some form of Training certification program into their business, these programs allow employers to ensure their employees are up to date and familiar with anything they require training for.
- Planning Rather Than Judgment
- Focus on the process rather than the evaluation
- Seek a solution to the problem
- Being supportive rather than threatening
- The Fundamental Purpose Of Management Is To Improve Performance
- Performance improvement requires the joint efforts of both managers and employees
- The key to performance improvement is to improve the ability and quality of employees
- Performance management training and development is a crucial process to ensuring staff is correctly educated on new or upcoming aspects of the business.
The SMART Principle of Measuring Employees Performance:
- S: specific – reflecting the more detailed goals of the stage
- M: Measurable – quantified
- A: Attainable – achievable
- R: Relevant – Consistency with the company and department goals
- T: time – Based on Timeframes
Discussion of the Goal Plan
After determining the SMART goal plan, organize employees to start discussing the goals so that they can begin to brainstorm and workshop ideas on how these goals can be achieved.
There should be constant correspondence between management and employees so that two-way communication is continually flowing. This allows for the goal of the company and the employee to constantly be reassessed and evaluated by both parties. The performance of the employee is continuously monitored by employers throughout this process. The same programs that are used to evaluate the employee’s knowledge can then be further used as a form of refresher, to ensure that the employees have retained the information presented during the training modules.
Influencing Factors of Performance
There are a few key factors that can influence employee performance, external circumstances, which are things out of the organization’s control. Inner circumstances, meaning factors that take place within the workplace and motivating effects, which represent incentives that offer employees reasons to pursue the shared company goals as well as further training programs and performance management.
Employee skills refer to the core abilities that workers within an organization use, which are in turn evaluated. Performance managing is used to stimulate an employee’s initiative and enthusiasm. By doing so they are further motivated to continually strive for the best outcomes for themselves and the organization respectively.
How Important Measuring Employee Performance is
measuring your employee’s performance is important to successfully operate any organization. Ensuring KPIs are met by employees can indicate to employers where their staff may have gaps in their knowledge. Furthermore, Staff is enabled to pursue potential opportunities that had not previously been available.