ABC performance management

1.

Introduction

Most employees want to be successful contributors to an organization. They want to know what is expected of them and how they can most effectively achieve those expectations. Performance management is the systematic process that a manager applies to involve employees in accomplishing a unit’s mission and goals, improving overall unit effectiveness, and helping employees understand the importance of their contributions. Effective performance management requires that the manager:

Identify the job duties that each employee is expected to accomplish.

Communicate the competencies (job knowledge and job skills) necessary to be successful in a position.

Ensure that employees have the required competencies, or that there is a process and plan by which they can acquire them.

Provide timely feedback on how effectively employees are applying job knowledge and skills to achieve the goals established for their position.

Reward effective performance.

In the event that performance does not meet established requirements, the manager must understand the corrective processes and methods that can help improve employee performance.

2.

Overall Performance Management

ABC Company provides feedback to employees which is very effective.It is important that feedback be timely. Acknowledge really good work just as readily as you would address work that needs improvement. It can be easy to take good performance for granted and only point out problems. Employees appreciate balance, honesty, and fairness.

Annually, ABC comprehensively reviews the employees’ performance. An annual review is an opportunity to accomplish the following:

Sum up an overall assessment of how work has gone over the previous year.

Identify goals that have been met and those where additional effort may be required.

Determine whether the employee’s job description and competencies accurately reflect the reality of the position, and make updates as necessary.

Identify performance, achievement and/or development goals for the upcoming year.

Make sure that the employee has an opportunity to provide input before the review is finalized.

Unsatisfactory Performance

If an employee’s job performance is not satisfactory and normal coaching, counseling and training have not brought performance to an acceptable level, corrective action may be necessary.

Business goal and performance management system

Steps to align performance management plans and business goals:Identify your company’s strategy and then develop the objectives that will help you achieve your overall strategy. Educate your business leaders on why you believe those objectives are important because they are the people who are responsible to communicate your vision to your entire organization. You can benefit from making your goals public to your organization.

Build cascading organizational objectives by mapping them across the organizational structure and teams. You want to clearly identify the objectives for each team and how they relate to the overall strategy of your company.

Cascade goals in performance management system by clearly outlining the responsibilities of each business unit and teams. You want to make sure that teams have the competencies and resources required to achieve their goals. Employees in each team can link their behaviours to the goals.

Build aligned employee goal plans using the SMART model. It is a very important step to coach your employees on setting their objectives as it is a great opportunity for you to identify any gap in competencies; then you can provide support in the form of coaching or more in-depth training in order to set your employees up for success. Make this step visible to the whole organization as you want to fully demonstrate how individual goals are contributing to the overall organization’s objectives.

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Build aligned employee goal plans using the SMART model. It is a very important step to coach your employees on setting their objectives as it is a great opportunity for you to identify any gap in competencies; then you can provide support in the form of coaching or more in-depth training in order to set your employees up for success. Make this step visible to the whole organization as you want to fully demonstrate how individual goals are contributing to the overall organization’s objectives.

Communicate progress by updating your organization on how well each objective is doing. Encourage your managers to take a proactive role in helping your employees achieve their goals. If one employee is struggling, you can help identify the root causes and even re-align the goals along with the employee. One thing to keep in mind is that objectives are constantly changing, and you should not wait for an annual audit to re-align your objectives.

Tie your employees’ success at achieving their individual goal with recognition. You want to positively reinforce their behaviours but more importantly, show appreciation for their contribution.

3.

Performance management of ABC

POLICY TITLE:PERFORMANCE MANAGEMENT

ADMINISTERED BY:GENERAL MANAGER HUMAN RESOURCES

APPLICABILITY:ALL NEW EMPLOYEES

Policy Statement

The work environment should be suitable for all employees to perform to the best of their abilities. This should include consulting with employees to allocate work and resources, providing effective training and coaching

POLICY TITLE:PERFORMANCE REVIEW

ADMINISTERED BY:GENERAL MANAGER HUMAN RESOURCES

APPLICABILITY:ALL NEW EMPLOYEES

Policy Statement

The work performance of all employees is to be reviewed regularly. This review should comprise regular informal feedback from the employee’s immediate supervisor and a formal performance review conducted annually.

POLICY TITLE:PERFORMANCE COUNSELLING

ADMINISTERED BY:GENERAL MANAGER HUMAN RESOURCES

APPLICABILITY:ALL NEW EMPLOYEES

Policy Statement

Where an employee’s work performance is unsatisfactory or conduct is unacceptable, performance counselling procedures should be implemented by the employee’s immediate supervisor or department manager. Appropriate improvement planning and counselling should occur before termination of employment is considered. Where an employee’s performance is such that it would be unreasonable to continue employment while counselling occurs, then summary dismissal may need to be considered.

POLICY TITLE:PERFORMANCE IMPROVEMENT

ADMINISTERED BY:GENERAL MANAGER HUMAN RESOURCES

APPLICABILITY:ALL EMPLOYEES

POLICY STATEMENT

ABC Industries is committed to continuous improvement, and encourages employees to continue…

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