PERFORMANCE MANAGEMENT: A CONCEPT BEYOND PERFORMANCE APPRAISALS
Performance
management is a much broader concept than performance appraisal or a
disciplinary process. As an HR Consultant, the very first thing that I
look at in any organisational problem is its Performance Management. In
the past few months I carried out a research in Organisations in the
capital city of Zimbabwe, Harare. I have discovered that the practice in
question has been undermined and overlooked. Contemporary Managers tend
to view it as just the administration of appraisals but conversely it
goes beyond that. Performance management is a well-established,
all-encompassing term used to describe the practice that drives
decisions about performance, remuneration, promotions, disciplinary
procedures, terminations, transfers and development needs within an
organisation.
It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.
Holistically, performance management may incorporate job design, recruitment and selection, training and development, disciplinary procedures and counselling, career planning, compensation and benefits and performance appraisals.
The components of the performance management system provide the framework within which managers and employees operate. A successful performance management system should:
It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.
Holistically, performance management may incorporate job design, recruitment and selection, training and development, disciplinary procedures and counselling, career planning, compensation and benefits and performance appraisals.
The components of the performance management system provide the framework within which managers and employees operate. A successful performance management system should:
- incorporate performance improvement, development of teams and individuals, and behaviour management to ensure productive working relationships
- have structures which support the effective functioning of the performance management system. Ie. a performance management policy as well as performance appraisal and disciplinary processes and procedures
- ensure that employees:know and understand what is expected of them in their job role (i.e. performance objectives and performance standards)
- have the skills and knowledge required to deliver on these expectations through implementing development plans and learning and development activities
- are given feedback and an opportunity to discuss their work performance
- are rewarded for their performance through a reward and remuneration strategy
- are counselled for underperformance and/or behaviour which is out of alignment with organisational values and/or inconsistent with achievement of organisational goals
- are supported by the organisation to achieve optimum performance.
