EMPLOYEE PERFORMANCE APPRAISAL/REVIEW INTERVIEW consists of
PERFORMANCE: A "backward" look at how well previously
set goals or objectives were achieved, and the factors that
affected their achievement.
(2) PLANNING PERFORMANCE: A "forward" look at new
goals/objectives to be achieved during the next performance
following sections we will investigate how each of the four
stages of Performance Management is handled, starting with
the Planning of Performance.
is important to note that Performance Management is not an
additional responsibility of managers. Rather, it should be
seen as an effective WAY of managing. In fact, managing employee
performance is the essence of a manager's job, along with
business planning, controlling the budget, and managing the
production or client service process.
MOST IMPORTANT OBJECTIVES of Performance Management are:
serve as a vehicle for implementing organizational goals
facilitate continuous performance improvement, organization
development and culture change.
achieve quality and efficiency, i.e. to meet the customer's
needs as precisely, quickly and cheaply as possible.
ensure clarity regarding work expectations and standards,
reducing resource wastage and conflict.
continually enhance employee competence through the identification
of output-related training and development needs and strategies.
facilitate performance-based remuneration and rewards.
serve as a legal basis in addressing persistent poor performance.
OF PERFORMANCE MANAGEMENT
Benefits to the Organization
the achievement of corporate goals and strategies.
the management of change.
to continuous improvement of performance, systems, processes,
structures, and management practices.
to improved productivity and work standards.
a basis for enhanced teamwork.
optimal utilization of personnel.
build a climate of openness and trust.
a participative work culture.
a performance culture - of quality, efficiency and achievement.
useful information for Human Resources decisions (Training
and Development, HR & Succession Planning, Career Management).
to a competent workforce.
as a legal basis to address persistent poor performance.
the basis for fair remuneration based on actual performance.
Benefits to Employees
clarity regarding work expectations and standards.
a clear basis/yardstick for discussing performance in a
and motivates; enhances job satisfaction.
a tool for assessing employees' competence (or lack thereof),
leading to targeted training and development; helping them
to realize their full potential.
a basis for improved relationships with line managers and
regular feedback on performance.
a forum to share new ideas and to air views.