Performance management model is a tool that supports an ongoing process of planning, measuring, and coordinating personal, departmental, and organizational goals and behaviors.
It is related to the company’s goals (priorities) and job systematization (responsibilities). The basis for performance management software is functioning goal management in the organization.
The results of measuring performance are organized in a kind of traffic light that shows progress or. achieving the company’s strategic goals. An effective system thus shows the contribution and role of the individual in the development of the organization. A clearly defined model enables the design of a succession system , and at the same time enables the development of employees in terms of promotion and career paths.
In the system, we always define the following elements with the human resources department and management:
what we measure – focus on goals and / or competencies and behavior;
how we measure – with the help of planning or. tool development, regular status reviews, regular feedback, 360 ° method;
who evaluates ;
what will be the ways to measure work performance;
the impact of evaluation on promotion, rewards and pay policy.
If necessary, we also help with workshops for managers and employees, where the introduction and method of the model are communicated.
What is performance management
Performance management is one of the most important human resources processes. It ensures the realization of the company’s goals through the realization of personal business goals. If done correctly, it raises employee satisfaction and motivation. Employees are motivated by the fact that the goals are clear and not everyone has their own idea of what is a priority, as they always know if they are working in the right direction. Employees who regularly receive feedback and recognition for the success of their work are more satisfied and motivated than those who feel that their efforts are not noticed by anyone anyway. The Performance management process directly affects the performance of a company itself, so it is important for companies of all sizes.
Roles are clearly defined in an effective management process. HR professionals work as process managers, managers as contractors and employees as active participants. Many times, management processes are not successful simply because administrators and contractors do not know how to perform their role. Just setting up the process is not enough, it is necessary to acquire the appropriate competencies and have the appropriate information support for implementation.
What effective performance management involves
Effective performance management includes planning and setting goals, monitoring performance indicators, correcting activities, and improving processes.
There are two main areas or. level of performance . We must first set the company’s goals for a certain period, which we call business performance management, and then, through the production of personal business plans, ensure the realization of the company’s goals.
Business performance management
Goal : Higher profitability. Using different metrics is just a means to an end.
Business performance management includes:
setting company goals,
defining and monitoring strategies to achieve the objectives,
determination, monitoring and analysis of metrics (KKUs),
monitoring and improving the efficiency of work and management processes to achieve goals.
Employee performance management
Objective : To increase the performance of employees and managers in accordance with the company’s business performance objectives
Employee Performance management is an ongoing process of communication between managers and employees to ensure the realization of the company’s strategic goals.
The process includes:
setting business and development SMART goals,
setting measurement criteria and expected results,
performance monitoring
giving feedback,
competence development
performance appraisal
rewarding after success.
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