Resources & Performance Management in the Organization
One of the most overlooked aspects of managing employee
performance is setting employee goals and benchmarks.
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 path to
that achievement are two completely different things.
This article will investigate unlocking the power of
setting benchmarks in the quest for better Performance
In a typical organization there exist many layers
of management performance expectations. Ideally one
should be able to overlay a master matrix over each
layer and discover that from the boardroom to the mailroom
all share the main ideal. Often, that is not the case.
It is one of the roles of managing for performance
to clarify the direction the organization is taking
and communicate that clearly to the company.
Human Resources Leadership
Obviously, the overall objective for any company is to earn more income this
year than in any previous year. But there is generally a set of objectives
fueling those demands. Do not confuse objectives with performance benchmarks.
It is the task of the Human Resources manager to identify then clarify them
for the entire company and motivate the employees to help the company achieve
it’s objectives by meeting those performance management benchmarks.
Let’s take Google for example. In the most general
terms, Google’s aims are to identify, catalogue,
and bring order to information and present it in a
manner that is easily and accurately retrievable. Their
mission statement is: “To organize the world's
information and make it universally useful and accessible." All
the activities of the employees in that organization
serve that one purpose. So although the objective is
to earn more money over the previous year or quarter,
the reason for existing as set forth in the mission
statement lights the way.
All other aspirations, from the departmental level to the individual employee
serve the overriding purpose as defined in the mission statement. One can
say that performance management begins with the mission statement. That is
why it is crucial to identify and pinpoint the overall purpose of the company.
To simply say you strive to be the best is not enough. The company must identify
a clear vision of what its role is within a particular industry or what it
is trying to do for the customer. Once this has been clarified, then the
process of performance management can begin.