Scribd
Upload
27 views9 pages

Performance-Management-Intro

Performance management is a holistic process where managers and employees work together to plan, monitor, and review work objectives and contributions. It involves setting objectives, assessing progress through ongoing feedback to ensure goals and career objectives are met. Managing performance ensures individual, team, and organizational goals are achieved. It establishes a shared understanding of expectations and provides a framework for developing employees.

Uploaded by

Gabriel Diz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
27 views9 pages

Performance-Management-Intro

Performance management is a holistic process where managers and employees work together to plan, monitor, and review work objectives and contributions. It involves setting objectives, assessing progress through ongoing feedback to ensure goals and career objectives are met. Managing performance ensures individual, team, and organizational goals are achieved. It establishes a shared understanding of expectations and provides a framework for developing employees.

Uploaded by

Gabriel Diz
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 9

Performance

Management
An Introduction
What is performance management?
 Performance management is a holistic process by
which managers and employees work together to
plan, monitor and review an employee's work
objectives and overall contribution to the
organization.

 Performance management is the continuous


process of setting objectives, assessing progress and
providing on-going feedback to ensure that
employees are meeting their objectives and career
goals.
Why should we manage
performance?
By managing the performance of the individual
and team, departmental and organisational
performance will follow and by raising individual
and team levels of performance, organisational
performance will also improve.
When performance of individuals is not
managed, this can lead to frustration and
discontent amongst team members.
Why is it important?

Performance management establishes shared


understanding of what is to be achieved and
provides an approach to leading and
developing people that will ensure it is achieved

it is an essential element of any managerial role


and will support a manager’s/ supervisors
relationship with individuals in a team.
Performance Management in Practice

It helps managers and employees:


Work towards common goals
Gain a clear understanding of job expectations
Receive regular feedback about performance
Receive advice and learn steps for improving
performance
Get rewarded for good performance
The role of line managers

Line managers ensure that the people or teams they


manage:
 know and understand what is expected of them
 have the skills and ability to deliver on these
expectations
 are supported by the organisation in developing the
capacity to meet these expectations
 are given feedback on their performance
 have the opportunity to discuss and contribute to
individual and team aims and objectives.
Benefits of performance management
Luecke (2006), identifies three reasons to explain why
performance management matters:
 Shareholders (those with a vested interest in the
organization) observe better results, because the human
assets of the organization are top-notch and working in
unison toward key goals
 Managers are more successful, because their
subordinates are doing the right things correctly
 Employees experience greater job security, career
advancement, and better paychecks, thanks to
outstanding performance
Challenges of Performance
Management
If performed incorrectly, an unsuccessful performance
management system can have negative consequences
on the organization. Aguinis (2007, 9) identifies the
following dangers of a poorly executed system:
 Increased turnover
 Use of misleading information (if performed improperly,
an employee’s performance appraisal can be
incorrect)
 Lowered self-esteem
 Wasted time and money
 Damaged relationships
Challenges of Performance
Management…continued
Decreased motivation to perform
Employee burnout and job dissatisfaction
Increased risk of litigation
Unjustified demands on managers’ resources
Varying and unfair standards and ratings
Emerging biases
Unclear ratings systems

You might also like