Performance management

Introduction
Performance Management (PM) is far more than appraisal. In the broadest sense, it's about translating goals to results. Performance Management focuses not only on individual employees, but also on teams, programs, processes and the organization as a whole. Performance Management programs should have a long-term perspective, emphasizing employee development and process improvement. As such, optimal Performance Management programs are integrated with an agency's leadership development, succession planning, and training programs. In the public sector, results are mission-focused. It is often more challenging for public agencies to define and measure results than private sector organizations, whose results are almost exclusively tied to financial goals. In addition, public agencies are required to comply with complex rules and regulations that govern their performance management and other human resources programs.

What is Performance Management?

Performance Management is a system and process that link the organization's goals and strategies to individual and team performance so as to increase organizational effectiveness. It is a joint process that involves both line managers and their direct reports ("subordinates") who jointly identify common goals/objectives which correlate to the higher goals of the organization. This process results in the establishment of written performance expectations (a Performance Agreement) - later used as measures for feedback and performance appraisals/reviews. Performance Management is THE WAY to get OVERALL GRIP on what should be happening at all levels in an organization, and then measuring whether it is indeed happening the way intended. And where this is not materializing, to identify the cause/s and implement corrective actions.

It is a much wider concept than the Performance Appraisal/Review. The latter is only one part of Performance Management (stage 3 in a 4-stage process).

Performance Management consists of FOUR STAGES:

This model is aligned with the WORK NEEDS of individual employees, which are as follows:

Performance Management System consulting is performed in three steps: 1. Needs Analysis 2. Identifying Competencies 3. Development of Performance Management System

A successfully implemented Performance Management System will foster an environment for your organization that encourages employees and managers to effectively learn, solve problems, communicate, and hold each other accountable for success.