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Published bySteven Carpenter Modified over 9 years ago
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Is a systematic process of evaluating and managing employee performance in order to achieve the best outcomes for a business PERFORMANCE MANAGEMENT
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Evaluating an individual’s performance Using that information to develop the individual OBJECTIVES
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Identify oppourtunities for productivity improvement Assess legal compliance Justify staffing decisions Identify training and development needs Provide feedback and recognition Assess performance against organisational standards VALUE OF PERFORMANCE MANAGEMENT
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Focused on using data to develop the individual skills and abilities of employees This improves effectiveness in employees roles, overcome weaknesses and prepare them for promotion Achieved through year-round feedback and shared discussion DEVELOPMENTAL
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Focus is on collecting data to manage the HRM more efficiently Provides information which can be used by HR to plan functions such as Training Development Rewards Pay levels Benefits Performance Improvement ADMINISTRATIVE
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Assists with HR training Overcome gaps or weaknesses in performance Shows effectiveness of current selection processes Identifies training and development or legal compliance needs Evaluation of rewards and benefits program Communicates expectations, helps build trust, promotes long-term organisational development Helps identify, motivate and retain talented staff for leadership succession Identifies and documents poor performance Helps build best practise culture BENEFITS OF EFFECTIVE PERFORMANCE MANAGEMENT (BUSINESS)
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Comparison of contribution to organisation and performance against agreed standards Helps assess rewards and benefits linked to performance Builds self-efficacy as contributions recognised – important in motivation and retention Identifies strengths and weaknesses Creates oppourtunity for employee to provide feedback Initiative recognised and rewarded Fosters promotion on merit Employee focus is aligned with organisational strategy BENEFITS FOR THE INDIVIDUAL
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Clear job descriptions Match people with right skills Mutually agreed goals Effective training Regular and constructive feedback Oppourtunities for internal promotion Recognise and reward employees for achievements Use employee surveys and feedback EFFECTIVE PERFORMANCE MANAGEMENT
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THANK YOU FOR YOUR ATTENTION
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