Assessment 1 MPP ABC
Task 1 Written
Performance management is a system designed to identify the ways to achieve organizational goals through constant assessment and feedback leading to improvement of employee performance. Performance management, unlike the performance appraisal or annual evaluation process, is an ongoing assessment of employees in a manner geared to match their goals to the organizational goals. It also makes strong use of goal-setting and metrics to identify progress and areas of individual strengths.
Reflect on the performance management and review system of the company, all aspects of the system must be addressed and analysed
– Overall performance management system of the company and designing of the system
Overall Performance Management System
Effective managers plan their work. Planning means setting performance expectations and goals for groups and individuals to channel their efforts toward achieving organizational objectives. Getting employees involved in the planning process will help them understand the goals of the organization, what needs to be done, why it needs to be done, and how well it should be done.
Effective managers see to it that assignments and projects are monitored continually. Monitoring well means consistently measuring performance and providing ongoing feedback to employees and work groups on their progress toward reaching their goals.
Effective managers evaluate and address the developmental needs of their employees. Developing in this instance means increasing the capacity to perform through training, giving assignments that introduce new skills or higher levels of responsibility, improving work processes, or other methods. Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace, such as the introduction of new technology.
An effective manager will, from time to time, find it useful to summarize employee performance. This helps the manager look at and compare performance over time or across a set of employees. Organizations need to know who their best performers are.
Effective managers understand the importance of using rewards well. Rewarding means recognizing employees, individually and as members of groups, for their performance and acknowledging their contributions to the agency’s mission. A basic principle of effective management is that all behavior is controlled by its consequences. Those consequences can and should be both formal and informal and both positive and negative.
-Alignment between organisational goal and performance management system
Both employees and employers have historically disliked the performance review process. Armstrong reports that most appraisals have existed in a vacuum, with little or no relation to the workplace: “employees have resented the superficial nature with which appraisals have been conducted by managers who lack the skills required, tend to be biased and are simply going through the motions”
Review on organisation’s performance measurement and feedback system......
-How performance measurement is conducted, need to provide clear overall picture of the procedure
There are four main elements of the planning portion of the performance management cycle: role creation and development, objective planning, assessment and development planning. The first step, role creation and development, is important because an employee must understand his or her role in the organization before the performance of that role can be fairly assessed. By first defining the employee’s goal, a supervisor can then align the employee’s objectives with the organizational goals.
In performance management, employers provide continuous appraisal through feedback and re-alignment of goals based on performance. Unlike the annual evaluation process, most performance management systems are designed to meet the changing needs of both the organization and the employee. Armstrong identifies that performance assessment can include the following:
-Feedback procedures both formal and informal, examples need to be included
Regular employee performance reviews
Talking one-on-one with your employees is a great way to get feedback on employee engagement and satisfaction, however there can be some drawbacks. If reviews are too far and few, employees might feel like their input isn’t valued, or may not bring up months old issues.
It is important to create an atmosphere of open honesty where they can bring up things without fear of being reprimanded. Employee reviews can be a source of anxiety for some people, so making sure the focus is on a common goal and making language objective can aid this and extract some useful information in the process.
Although one-on-one meetings are necessary, you can also get good feedback from holding regular team meetings. It’s sometimes easier to share and give input in a group setting, which is where team meetings can come in handy. Using team meetings as a way to provide feedback can encourage employees to speak up when they feel they have the support of their fellow colleagues.
It’s important to go into the meeting with some to discuss prior, to get people involved and more willing to share their opinions.
Now before you go and throw out your suggestion box to adopt a snappy new method of obtaining feedback, consider that the anonymity of a suggestion box can provide a great outlet for employee feedback. It also lets your employees know that their opinions are welcome outside of other formal feedback collection methods.
Regular employee surveys
Overall, employee feedback surveys are the top method of getting feedback from your employees.
Review on performance documentation system
– Documenting both…...
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