Wednesday 2 January 2019

Performance management | Basic View | Stages & goals

Fundamentally, performance management is a series of activities starting from planning to performance, monitoring/review performance, performance assessment and follow-up in the form of award and punishment. These activities must be perform on an ongoing basis.
Definition of performance management is a process of working from a collection of people to achieve a goal that has been set, where the process of this work is taking place on an ongoing basis and continually.

Performance management is a strategic and integrate processes that support organizational success through the development of performance aspects that support the existence of the organization. On the implementation, performance management is orient not only on one aspect, but integrate aspects in support of the operations of an organization.

The performance management is consolidate: the process of goal setting, assessment, and development of performance into one single system, which aims at ensuring the performance of employees supports the strategic objective of the company.

Management Performance

Management performance management is a process that is design to connect individual goals with organizational goals in such a way, so that both individual and company goals objectives can met. In this case for the workers not just individual goals achieve but also plays a role in the achievement of the objectives of the Organization, which makes him motivate and gain greater satisfaction.

The basic view of the performance management System:

Reveals the five basic view in the performance management system.

  1. Integrative Model for organizational performance. On this view, performance management as an integrative system structure of mutually sustainable intercultural aspects. Thus, the success of performance management is determine by the overall aspects that exist within an organization, not specify parts per parts.

  2. Focus on process and results. Performance management into a system that is not only orient to results. The process of becoming one of the ancillary aspects that are important in the determination of a good result.

  3. The involvement of the parties concern in the achievement of the goals. Workers as a main subject that does the business processes of the organization directly. Thus, the involvement of related parties (worker) to support in the achievement of the objectives of the organization.

  4. Performance Assessment objective and it stuck on target. Performance management includes performance assessment objective and in accordance with the objectives of each part of the organization concern. Finally, it is potentially on the positive impact of a successful performance appraisal and structure.

  5. Evaluation and learning between superiors and subordinates. Good performance management is able to provide a measurable performance evaluation results. The results of the evaluation can provide information on related parties (boss or subordinates). Information on the results of the evaluation can be a means of learning and determining corrective actions in the future.

Stages of performance management:

performance management Stages according to Williams (1998), there are four main stages in the implementation of performance management. This step became a performance management cycle that interconnect and support one another.

First stage:

Directing/planning. The first stage is the stage of the identification work behavior and basic/base performance measurement. Then, do a concrete direction towards working behavior and planning against the targets will be achieve, when achieve, and assistance that will be require. Target indicators are also define at this stage. The determination of the target/goal will be effective when adopting SMART. SMART stands for Specific, Measurable.

A target must be clear what will be achieve and how to achieve it (specific), measurable success and others can understand/see his success. The target must make it possible to achieve, not too low or excessive (achievable), reasonable and appropriate conditions/reality (realistic), as well as clear a target time bound.

The second phase:

The managing/supporting. The second stage is the application of monitoring on process of organizations. This stage focuses on the manage, support, and control of the operations of the process in order to remain on track. The line is meant here is the criteria nor the work process that is in accordance with the procedures applicable within an organization.

The third stage:

Review/appraising. The third stage includes steps of evaluation. The evaluation is perform with the flashback/review performance has been implement. After that, the performance is assess/measure (appraising). This stage requires documentation/record data relating to the object being evaluate. Evaluates must be objective and neutral in order to obtain results evaluation is valid.

The fourth stage:

Developing/rewarding. The fourth stage is focus on the development and appreciation. Evaluation results into guidelines defining a decision against which an action is done next. The decision could be a step towards improvement, the giving of reward/punishment, continuing an activity/procedure that already exists, and the setting of the budget.

The purpose of performance management:

As for the purpose of performance management is :

  1. Set up the performance of the Organization in a more structure and organize.

  2. Find out how effective and efficient performance of an organization.

  3. Help determination the decision of the organization with regard to organizational performance, the performance of each part in the Organization, and individual performance.

  4. Improve the ability of the Organization as a whole with continuous improvement.

  5. Encourage employees to work according the procedure, with passion, and productive so that optimum working results.

Effective performance Management will provide some results, such as:

  • A clear purpose for the Organization and the right process to identify, develop, measure, and discuss the purpose.

  • Integration between destinations is widely complete by senior management with the aim of each worker.

  • Better Clarity regarding the aspirations and objectives of the organization.

  • Implementation of the ongoing dialogue between management with workers.

  • The development of a more open environment. Companies can achieve the desire results.

  • Encouraging personal development.

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