performance Management II

previously we talked about Performance Management defined, concerns and the differences between Permanence Management and performance appraisal.

Today we will continue with:

Objectives of performance management

The objective of performance management is developing the capacity of employees that makes them able to meet and exceeding expectations and achieving their potential in terms to achieve firm's current and future goals.

characteristics of performance management

These are some of the characteristics that should be available in the performance management process:

-  Performance management is a planned process of which the five primary elements are agreement, measurement, feedback, positive reinforcement and dialogue.

 It is concerned with measuring outcomes in the shape of delivered performance compared with expectations expressed objectives, in this respect it focuses on targets, standards and.

- performance measures or indicators.

It is based on the agreement of role requirements, objectives and performance improvement and personal development plans.It provides the setting for ongoing dialogues about performance, which involves the joint and continuing review of achievements against objectives, requirements and plans.

- Performance management focuses on future performance planning and improvement and personal development rather than on retrospective performance appraisal.

 Performance management is a continuous and flexible process that involves managers and those whom they manage acting as partners within a framework that sets out how they can work together to achieve the required results.

It is based on the principle of management by contract and agreement rather than management by command.

- It functions as a continuous and evolutionary process in which performance improves over time and provides the basis for regular and frequent dialogues between managers and individuals about performance and development needs based on feedback and self-assessment. The emphasis is on development, although performance management is an important part of the reward system through the provision of feedback and recognition and the identification of opportunities for growth. It may be associated with performance- or contribution-related pay but its developmental aspects are much more important.