PERFORMANCE MANAGEMENT AND CAREER PLANNING

 PERFORMANCE MANAGEMENT

INTRODUCTION:

     Performance refers to what an employee does or does not do on the job. Employee performance includes quantity as well as quality of output. when employees fail to perform to achieve its objectives.

     Thus performance management includes practices through which managers (superiors) work with their employees (subordinates) to define the goals of the latter, develop employee capabilities through training, measure and review employee performance in order to reward performance, all with the ultimate aim of contributing  to organisational success.performance management integrates the management of employee organizational and employee performance.

DEFINITIONS OF PERFORMANCE MANAGEMENT:

  ★ "Performance management is about directing and supporting employees to work as effectively as possible in line with the needs of the organisation."

                                                                                      - Walters(1995)

FEATURES OF PERFORMANCE MANAGEMENT:

  Performance management is a process for establishing shared understandings about what is to be achieved, and an approach to managing and developing people in a way which increases the profitability not only in the short term but also long term.

   Thus features of performance management are as follows:

1. Continuous Process: Performance management is an on going process of planning and monitoring performance and feedback. it involves all the employees through focus group interviews, surveys in all the stages of design, implementations and review process. 

2. Flexibility: The manger and his subordinates can design their own process of performance management within the overall framework of the organization. this would require integration of different  tasks groups in order to achieve the ultimate organisational goal.

3. Future Oriented: Performance management involves performance reviews focussing on the future rather than the past. an effective performance management requires setting performance, reviewing performance, providing feedback to the employees and planning for future performance.

4. Participatory: It provides for regular interaction between the managers and subordinates in order to discuss the performance as well as the development needs.

5. Developmental In Nature: Performance management is concerned with personal attributes and behavior as a critical input ti the performance expectations. these personal attributes are judged to assess the individual contribution of the employees to satisfy the developmental needs of the organization.

6. Use Of Technology: Performance management involves the effective use of technology in order to collect data, monitor performance and convey desired result/ give feedback in order to reduce the bureaucracy in the administration of the  system.

7. Dynamism: Performance management is a dynamic system that is suitable for changing workplace realities. it can be used in various types of work arrangements the working in teams,teleworking, job sharing etc.

8. Adequate Training To Managers: Performance management provides adequate training to the managers which helps them in guiding and coaching in the development of performance. 

 PERFORMANCE MANAGEMENT CYCLE:

     Performance management involves much more than just assigning ratings. it is continuous cycle that consists of a five phase process consisting of planning, execution, performance assessment, review and development. it is described in brief as follows.

            

            

     Phase 1: Performance Planning: The appraiser and appraisee meet to plan and identify future performance  requirements in terms of targets, actions and behaviors. the plan should challenge the individual but also be achievable. they also discuss the standards for evaluating the performance of subordinates and the specific objectives that can be achieved by the subordinates within each accountable area. Ideally, it should allow that person to combine existing expertise with their potential for development. finally, the plan requires commitment from all the people involved.

    phase 2: Performance Execution: In this phase new objectives to responds to the changing conditions are established.the supervisor is responsible for ongoing coaching

and feedback. the elements of the plan that become obsolete are removed by mutual consent.

   Phase 3: Performance Assessment: The appraiser and the appraisee evaluate the degree to which the different elements of plan are achieved. it is the responsibility of the manager to complete the assessment of subordinates'performance and get it reviewed and approved by the senior management and human resource personnel before discussing the same with the subordinates.

    Phase 4: Performance Review: The appraiser and the appraise reviews the appraisals and discuss the results that were achieved and the performance factors that helped in achieving the results. the discussion includes the way in which the result was achieved. they discuss the key accountabilities of the employees that have changed over a period of time and set new objectives and standards for the upcoming appraisal period. they update the action plans and goals.

    phase 5: Performance Development: This is an important component as it is related to the development of employees work that is related to the skills, knowledge, experience and competitiveness. it is promoting a climate of continuous learning and professional growth. 

    This phase of the process is to promote and encourage future improvement and development of the employees. it should meet the needs of the business or organization, enhance the strength of the employees and work to eliminate areas of weakness. 

    The performance development plan requires: 

    (1)  A detail of the specific steps to be followed

    (2)  List of employee that will assist 

    (3)  Completion date for achieving the planned objectives

    (4)  A statement of how the successful completion of planned objective will be appraised.

   phase 6: Performance Audit: In this phase three is continuous evaluation of existing performance including the external and internal changes within the organisation and its business strategy.

   The performance management cycle works best if it is used as a series of mini-cycles, throughout the year. regular performance review keeps you in constant touch with what is happening, and helps build a more effective performance management process.

 ROLE OF TECHNOLOGY IN PERFORMANCE MANAGEMENT:

   Technology has played an important role in revolutionizing the workplace as well as had a significant bearing on HRM. like other practices, technology can support performance appraisal in aspects such as providing on going feedback, annual appraisals, and employee development. 

   To discuss how technology interacts with performance management systems, the role of appraisal satisfaction is important for organization. satisfaction with the appraisal process has an impact on productivity, motivation, and organizational commitment.

  Technology may contribute to the performance management process in the following ways:

  (1)  Computer Performance Monitoring (CPM)

  (2)  Online Evaluation and Appraisal software

  (3)  Feedback