performance management

Performance Management

Performance Management
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Career Development as Part of a Performance Management Program

One of the fundamental factors for bringing about an effective performance management program is often one of the most forgotten. All too often a supervisor will mistakenly focus all of his or her resources entirely on rating and ranking the workforce, doling out promotions or laying off workers as need be. While these steps are an essential element of performance management, they fall short in the long run. To begin with, employees are left feeling as though their company has neglected their individual career needs. This ultimately leads to higher employee turnover and makes it difficult for an organization to retain top quality talent. That is why effective performance management incorporates the workers’ needs with that of the company. When engaging an employee base on the level of their performance, the successful manager will work to align the company’s goals with those of the individualized career paths to insure a high level of worker loyalty and long term productivity. Read More from Performance Management

Ranking and Rating Systems

One of the essential components to appraising an organization’s workforce is through the use of rating and ranking systems. No one will dispute that the use of charts and grids to determine business solutions in the human resources realm is one of the best ways to get direct results onto a page. Indeed, it is said to be a fundamental starting point when making big decisions about promotions and layoffs. As with any grid system there is always an element of imperfection, even after all the numbers are been crunched. That said, however, it is hard to dispute that this simple, quantitative approach to employee performance appraisal is impossible to ignore. It requires a good deal of careful bookkeeping, but often can yield very useful and informative results within the context of an employee evaluation. Performance Management

Performance Management through Goal Setting

One of the most overlooked aspects of managing employee performance is setting goals for the employee. In general, most employees understand that when they arrive to work there are expectations to be met. But knowing what is expected and having a clear goal are two completely different things. This article will investigate unlocking the power of goals in the quest for better Performance Management. Read More from Performance Management

Managing Corrective Communication

Good communication is the foundation of the performance management process. Communicating effectively helps in motivating employees to reach their performance goals. We will look into the role of positive communication methods and reveal how you can improve employee productivity. Read More from Performance Management

The Essential Elements of Performance Appraisal

Effective performance management requires a good deal of face-to-face supervisor-employee interaction. If supervisor does not know his or her workers, then he or she has far fewer opportunities to steer them onto a path of greater productivity and optimized output. It has been shown that long-term successful business owners view performance appraisal as a process of getting to know the people who work for them. All too often, performance management specialists focus on charting out who wins and loses among the employees. While this system of incentives for promotion and salary raises is very important, it is only a part of the overall picture. Unfortunately, the vast majority of businesses today are ignoring the potential assets gained from using performance appraisal to promote a higher quality of human capital. Yet the best performance management does indeed teach the employee base just as much as it grades it. Read More from Performance Management

Interim Performance Coaching

Any new job title comes with a certain level of reasonable goals that the employee is expected to strive for. In run down, inefficient job situations, these goals are often left undetermined and never accurately evaluated. For the successful enterprise, however, there is a high level of clarity when it comes to defining, and assessing, how an employee measures up to the required achievements set before him or her. Yet even when the strategy is clear, many supervisors fail to see the dynamism of reality and unforeseen circumstances that can impact normal expectations. Performance Management

Leadership Training: Employee Leadership

The employees who are placed in the executive rung can lead a company to riches or to ruin, and the right performance management ensures successful leadership at the top. Qualified executives are most probably a company’s most important asset, and developing leaders who are skilled and competent is a critical function of effective performance management. Unfortunately, for many performance management specialists, the task of training those in the highest levels is a daunting one. That’s because trying to define the core responsibilities of an executive is becoming more elusive every day. Performance Management