Performance Management

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What is it?
For Excel Wise Consultants Limited Performance management is a process that provides both the manager and the employee the chance to determine the shared goals that relates to the overall goals of the company by looking into employee performance.

Why is it important?
It establishes an outline for employees and their performance managers to assess and to come to an agreement on certain concerns and aims that are in accordance with the overall structure of the company. This enables both parties to have clear objectives that would help them in their work and their professional growth.

Who conducts Performance Management?
Performance Management is carried out by those who oversee the performance of other people – work/team leaders, supervisors, managers, directors, or department chairs.

Many writers and consultants are using the term “performance management” as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. Excel Wise Consultants Limited performance management system includes the following actions.

  • Develop clear job descriptions.
  • Select appropriate people with an appropriate selection process.
  • Negotiate requirements and accomplishment-based performance standards, outcomes, and measures.
  • Provide effective orientation, education, and training.
  • Provide on-going coaching and feedback.
  • Conduct quarterly performance development discussions.
  • Design effective compensation and recognition systems that reward people for their contributions.
  • Provide promotional/career development opportunities for staff.
  • Assist with exit interviews to understand WHY valued employees leave the organization.
  • We have worked with some of the most advanced organizations in terms of Performance Management

The Overall Purpose and Aims of Performance Management

The overall purpose of performance management is to contribute to the achievement of high performance by the organization and its people. ‘High performance’ means reaching and exceeding stretching targets for the delivery of productivity, quality, customer service, growth, profits and shareholder value.
Specifically, performance management aims to make the good better, share understanding about what is to be achieved, develop the capacity of people to achieve it, and provide the support and guidance people need to deliver high performance and achieve their full potential to the benefit of themselves and the organization.
Performance management is concerned with under-performers, but it does this positively by providing the means for people to improve their performance or make better use of their abilities.
An effective performance management system:

A. Requires a shared responsibility between supervisor and employee.
B. Clarifies and aligns performance objectives with university and unit goals and institutional values.
C. Includes feedback and coaching concerning job performance.
D. Identifies training and professional development needs.
E. Measures and documents performance.
F. Provides input for human resource decisions (e.g. compensation, recognition, etc.)