Performance Management

Performance Management

This is an article allowing you and your business to gain a valuable insight into the art of performance management.

Performance management can be implemented at a number of levels, but the overall aim is the same: to enhance employee effectiveness and efficiency to ensure that goals are consistently being met in the workplace. It can also be defined as the analysis of an employee, subsequently followed by an improvement of skills and therefore an increase in performance levels.

The framework of the performance management process begins with a mission statement being drawn up, setting the standards for specific jobs and areas within a business. If certain employees or whole sections of your business do fall below your expected standards, a proper and precise improvement cycle can begin, with training and further appraisal combining to form the best possible practice.

Performance management can become a very sustainable part of business if it is integrated successfully into your company. However, delivering and performing performance management is a very specific task so initially, external help is very likely to be needed. Employing a performance manager or performance management company regularly over a period of time is a cost and time effective way of learning new skills which can be passed down to employees by managers. Methods such as a performance appraisal, where the skills of an employee are evaluated and then specifically targeted for improvement, provide critical pathways for development of an employee and their confidence in their understanding and performance.

Employees are, of course, a crucial component in the structure of a business and if their performance levels drop, so do the companies. Employing a performance management company provides you with new individual opinions on what employees need to improve and how they can go about doing it. Managers of a company meeting with performance managers enable valuable insight into company prospects structured around the development of employees. Creating methods of improvement is aided by being able to bring together several opinions and moulding them into one, or simply choosing the best idea.

If you do take the decision to move your business forward through the facility of performance management, below are several companies who pride themselves on their performance management standards and are certain to increase your employees productivity:

  • Acas (Advisory, Conciliation and Arbitration Service) aims to improve organisations and working life through better employment relations.
  • The Chartered Institute of Personnel and Development (CIPD) assists organisations in building their HR and leadership capability.
  • Train in a Day provides one day performance management courses, targeting specific areas for improvement to raise your company’s efficiency and employee effectiveness.

Additionally:

  • In 1998, Armstrong and Baron defined performance management as ‘a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved.’

Although some have already been mentioned, there are countless benefits to involving performance management with your organisation. As you begin to see improvement in your business, a large proportion of this will be down to employees now understanding their role in the company better. In any job, if you further understand how you are contributing to projects then your engagement levels will rise and you will be more proactive in what you do. Employees will see how their actions will directly improve the company and they will be more motivated in their work. Performance management can lead to simplified communication so that each discussion is focused on moving the business forward. Performance management also has the benefit of being flexible and responsive to management needs and therefore is sure to be a positive in any organisation.

Train in a Day provides high level performance management training from its base in Manchester, delivering strategies to develop employee skills and keep company standards high. If you are looking for a performance management company, visit traininaday.com for more details.

What is performance management?

Performance management can be defined as the analysis of an employee, subsequently followed by an improvement of skills and therefore an increase in performance levels.

Performance Management Appraisals

This article aims to teach you how to carry out a performance management appraisal in an efficient and effective manner to get as much out of the process as possible.

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A performance appraisal allows an employee’s skills, talents and contributions to the organisation be evaluated.They are a key part of career development as they enable employees to see how they can improve what they do and make their work more beneficial to the organisation. Not only can performance appraisals pave the way for new skills to be learnt, but also for attitude and behaviour to improve. All these things will lead to improved performance levels in the workplace.

One useful method of conducting an appraisal is allowing the employee to offer input first, following it by your own input and then discussing any areas of disagreement. This will enable you to discover which job responsibilities should be prioritised for improvement. It must be ensured that during an ongoing performance appraisal the employee should feel safe in the knowledge that there is an open communication between them and their employer, and that discussions are not limited to the scheduled meetings where progress towards aims and goals is the main topic.

If you do make the decision to conduct performance appraisals on your employees and consequently raise your organisation’s standards, here are a few places you may take a look at:

  • Success factors provide performance appraisals to improve business performance by aligning goals and conducting objective performance evaluation reviews.
  • Halogen software provides online guidance for performance appraisals to help organisations around the world take charge of their talent management practices.
  • Carter McNamara is an organisation development consultant.
  • Train in a Day delivers performance appraisal training, targeting specific areas for improvement to raise your company’s efficiency and employee effectiveness.

When conducting performance appraisals, not only should the present be taken into consideration, but the future should be looked to. When assessing an employee, positives should be looked at as well as negatives. If areas of strength, whether it is a whole department or a single employee, are discovered during an appraisal, they can set the benchmark for the rest of the organisation. Also these areas or people can be looked into to find what is being done so well, allowing these tactics to be transferred to other areas of the company. Building on this point, individuals with, for example, leadership potential can be discovered amongst the large number of employees. For large companies, this is a major bonus for the future if their talent can be well harnessed through further appraisal. The company may even discover skills within their company that they would have otherwise hired externally, saving them money and providing their employee with new experience. Therefore, in conclusion, when conducting a performance management appraisal not only should you find weaknesses and address them, but also construct it so that strengths are discovered and can be utilised.

Train in a Day provides high level performance appraisals and training from its base in Manchester, delivering strategies to develop employee skills and keep company standards high. If you are looking for performance management training, visit traininaday.com for more details.

What is a performance appraisal?

A performance appraisal allows an employee’s skills, talents and contributions to the organisation be evaluated.They are a key part of career development as they enable employees to see how they can improve what they do and make their work more beneficial to the organisation.

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