performance management

Performance Management

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Human 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 Management.

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.

Mission Statement
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.