Question

Outline the things that organisational policies on documenting performance should cover? Explain in 300-400 words

Answer 1

A performance management system is the process of identifying, evaluating and monitoring an employee’s work performance to meet an organisation’s goals and objectives. It is the continuous process of setting goals, monitoring work progress and providing on-going coaching and feedback to ensure that employees are working towards set objectives and career goals. It is central to the strategic human resource planning in an organization.

Objective of Performance Management:

1. To maximize the performance and effectiveness of an employee
2. To assist an organisation to achieve its strategic corporate goals
3. To evaluate an employee’s performance fairly against agreed upon performance targets and job criteria
4. To enable a positive environment where employees develop new skills and competencies and enhance performance

Implementation:

Stages of Performance Management System are following.

Planning	Identify and agree upon work goals/tasks, performance criteria, training and development needs Set the goals priority Identify skills require to complete the tasks, if needed develop a training plan to address skills shortcomings
2. Monitor	Monitor the progress of goals/tasks and highlight outcomes Take corrective actions or make changes if necessary
3. Review and Evaluate	Annual performance review and discussion Record the performance outcomes against set objectives Relevant strategies arising out of performance review are discussed and make way for next year’s performance plan

Implementation Details:

1. Planning	Goals must be SMART( Specific, Measurable, Achievable, Realistic, Time framed Performance criteria measured in Time ( deadlines), Money( Costs, Budget requirements), Quality( Accuracy, Client satisfaction, procedure compliance) Skills and training assessment
2. Monitor	Discuss and make necessary changes in work plan Resolve any problems of employees Provide feedback to employee
3. Review and Evaluate	Assess overall competencies of employee Review success of training and development activities Provide constructive feedback for both goals achieved and not achieved Explore ways to enhance performance in future through changes training and development activities Rewards and improvement strategies Address conflict and grievances Dealing with poor performance Maintain confidentiality of employee performance details