Below are the phases of the Performance Management process: Show 1. Planning This phase of Performance Management process includes establishing job descriptions and identifying the employee's essential functions as well as defining the strategic plans of the department or the company as a whole. Job Description
Job descriptions should be disclosed to the employee as soon as he or she is hired. Note, however, that job descriptions are listed using words that make it difficult to measure the employee's performance. They are in contrast with competencies, which list the skills needed in performing such tasks and are described using terms that can be measured. Strategic Plan In effect, a strategic plan tells you three things:
Included in a strategic plan are the following:
Strategic initiatives - specifies definite steps that must be taken to accomplish each goal. It is a dynamic process, usually examined during periods such as one or two years. 2. Developing This phase of Performance Management process includes developing performance standards, which offers a scale that describes how a specific job should be performed in order to meet (or exceed) expectations. They are explained to newly hired employees and are later used to evaluate work performance. Performance standards are generally outlined with the help of the employees who actually perform the tasks or functions. There are a number of advantages with this approach:
Standards of performance are usually in the form of ratings (1 to 5, A to E) that are used by performance managers to rate the employee's actual level of performance. 3. Monitoring This phase of the Performance Management process includes monitoring employee's work performances and giving feedback about them. As the basis of feedback, observations should be verifiable: they should involve noticeable and work-related facts, events, behaviors, actions, statements, and results. Feedback of this type is called behavioral feedback, and they help employees improve and/or sustain good performance by precisely identifying the areas that the employee needs to improve without judging his or her character or motives. 4. Rating This phase includes conducting performance evaluations. This is the critical aspect of the Performance Management process, especially because it is important for performance managers to arrive at an unbiased assessment.A performance appraisal form has the following features:
Why to implement performance appraisals? It provides an opportunity to improve performance in the future not only for employees, but for managers as well. Performance appraisals enable managers to acquire information from employees that will help them make employee's jobs more productive. 5. Development Planning This phase of Performance Management process includes establishing plans for improved employee performance and development goals. This advances the overall goal of the company and at the same time increases the quality of work by employees by:Encouraging constant learning and professional growth. Helping employees maintain the level of performance that meets (and exceeds) expectations.Improving job - or career-related skills and experience.In closing, Performance Management is a process that, when executed fairly and effectively, can improve the quality of the company's workforce, raise standards, increase job satisfaction, and develop professionalism and expertise that would benefit not only the employees but the entire organization as well. What are the 4 stages of performance management?The four stages of performance management.. Planning. Goal planning and setting is an integral stage of your performance management cycle. ... . Monitoring. The monitoring stage is where goal progress is tracked. ... . Reviewing. A comprehensive evaluation of employees' final results occurs in the reviewing stage. ... . Rewarding.. What are the 5 steps of the performance process?The Process. Step 1: Create a Performance Management Plan. Make the plan as detailed as possible, avoiding the use of ambiguous language. ... . Step 2: Set Goals for Performance Management. ... . Step 3: Build a Performance Review System. ... . Step 4: Develop Strong Feedback-Giving Skills. ... . Step 5: Ongoing Employee Performance Management.. What are the 3 stages of performance management?While comprehensive as a process, performance management can be broken down into three distinct stages: coaching, corrective action, and termination.
What are the stages of performance?What are the four stages of a performance management cycle? A typical performance management cycle is divided into four stages: planning, monitoring, developing, rating & rewarding. After this, the cycle starts again.
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