Performance Management is a strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors. It is possible to get all employees to reconcile personal goals with organizational goals. One can turn around any marginal business and increase productivity and profitability for any organization, with both the transparent and hidden forces embedded in this process. Performance management can be applied by organizations, a single department or section inside an organization as well as an individual.
The benefits of Performance Management systems are:
- improved performance
- building a pipeline of qualified candidates for succession planning
- career promotion
- career advancement
- career path planning
- implementation of management and leadership principles
- increased motivation, productivity, growth, performance and profitability for both the individual and the organization
- inspired employees, as it gets people moving, makes them self-starters in utilising their own innate talents and initiative
First of all, deriving from the strategic plan, a commitment analysis must be done, where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the fkey objectives and performance standards for each job position.
Following the commitment analysis, is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.
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