Contents
• Performance management is a framework in which performance by individuals can be directed, monitored, motivated and improved (Mabey, 1998).
• Performance management plays strategic role in a firm management as it:
- enhances employee motivation and productivity of individuals, teams and the whole firm.
- helps in strategic planning and change by detecting problems and employee performance evaluation.
- is also useful in analysing the competence gap and employee development.
• Performance evaluation supposed to be ongoing process that will help the firm in the process of continuous improvement.
• Performance appraisal is usually a part of performance management. Performance appraisal is interpreted as evaluating performance of each employee, measured against the performance standards or objectives established for his or her job.
• Choosing valid performance criteria is one of the most important aspect of effective performance assessment.
• In most performance systems the assessment criteria are divided into following groups: objective results, behaviors, personal traits, multiple criteria.
• Assessment 360 degrees is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include feedback from external stakeholders who interact with the employee, such as customers and suppliers.
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Title:
Performance management
Keywords
Training, on the job training, shadowing, mentoring, coaching
Author:
AGH
Languages:
English
Description:
• Performance management is a framework in which performance by individuals can be directed, monitored, motivated and improved (Mabey, 1998).
• Performance management plays strategic role in a firm management as it:
- enhances employee motivation and productivity of individuals, teams and the whole firm.
- helps in strategic planning and change by detecting problems and employee performance evaluation.
- is also useful in analysing the competence gap and employee development.
• Performance evaluation supposed to be ongoing process that will help the firm in the process of continuous improvement.
• Performance appraisal is usually a part of performance management. Performance appraisal is interpreted as evaluating performance of each employee, measured against the performance standards or objectives established for his or her job.
• Choosing valid performance criteria is one of the most important aspect of effective performance assessment.
• In most performance systems the assessment criteria are divided into following groups: objective results, behaviors, personal traits, multiple criteria.
• Assessment 360 degrees is a process through which feedback from an employee's subordinates, colleagues, and supervisor(s), as well as a self-evaluation by the employee themselves is gathered. Such feedback can also include feedback from external stakeholders who interact with the employee, such as customers and suppliers.