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Understanding Performance Management Systems

This document discusses performance management systems and their components. It defines performance management as ensuring employees work towards organizational goals. Key components include setting expectations, communication between supervisors and employees, and measuring performance. The best practices for an organization include goal setting, performance appraisals, job evaluation, training, and quality improvement. Issues to consider when implementing a performance management system include making it continuous, clear communication, establishing measurable goals, documentation, and training employees.

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12 views10 pages

Understanding Performance Management Systems

This document discusses performance management systems and their components. It defines performance management as ensuring employees work towards organizational goals. Key components include setting expectations, communication between supervisors and employees, and measuring performance. The best practices for an organization include goal setting, performance appraisals, job evaluation, training, and quality improvement. Issues to consider when implementing a performance management system include making it continuous, clear communication, establishing measurable goals, documentation, and training employees.

Uploaded by

mmmugambi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd

Performance management

system
Name:
College:
Definition
• Performance management is process that
ensures that employees focus on their work
objectives in order to achieve the missions,
visions, and goals of the organization.
• It comprises of 3 things.
 setting employee performance expectations
 maintaining communication between
employee and supervisor
 measuring actual performance expectations
Components of a performance management
system
• Performance planning
• Continuous performance communication
• Performance appraisal meetings
• Performance data gathering, observation and
documentation
• Performance training and development
How they support organization performance
The best for Lansing-Smith
• Goal setting
• Performance appraisal
• Job evaluation and incentive plan
• Job training and development
• Quality improvement
Communicating employee performance
expectations
• Meeting with employees at the beginning to
establish performance expectations
• Documented work plans for the organization
• Signed individual work plans of expected goal
achievement
• Continuous awareness of expected goals
• Setting up teams.
Training programs for managers
• Information skills
• Leadership training
• Communication skills
• Accountability
• Time management
• Problem solving
Cont: programs
• Technical skills
• Motivational skills
• Conceptual skills
• Team work
Issues that need to be considered with
implementation of the program
• Performance management is a continuous
process
• Communicating the purpose of the new
performance management system
• Establishing SMART goals
• Documentation of feedback is very essential
• Training employees to make desirable
behavior changes
References
• Arvind, V. (1997). International management.
Cincinnati, OH: South Western college
publishing
• Betty, J. & David, A. (1992). International business.
Boston: PWS-Kent
• John, A. & Richard, B. (2005). Strategic management:
Formulation, implementation, and control (9th Ed.)
New York: McGraw Hill
• Robert, Kreitner (2004). Management (9th Ed.) Boston:
Houghton Mifflin Company

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