What Is Performance Management?
Everyone knows that managing employee performance is one among the keys to successful management, both in terms of individuals and results. Performance management is known to be the method of defining and aligning expectations for work, monitoring performance, evaluating results and implementing improvement and development actions. it’s an ongoing process , which mobilizes different participants and encompasses several classic HR processes .
It is common to use the expression “performance appraisal process” or “performance appraisal subsystem” to designate all phases of performance management. But differentiating these terms brings clarity, as we will divide this management, which is more macro level than simply the assessment, during a few steps :
Performance planning and negotiation: this is often the phase that starts the method . have you ever ever stopped to think that it’s impossible to live performance without having well-defined standards and expectations? during this beginning, the worker and therefore the manager establish the expected tasks and behaviors and negotiate the required resources to hold them out.
Performance monitoring: this step indicates the analysis and adjustments that those involved make before the particular assessment. During the amount , the manager becomes conscious of the employee’s performance when he meets him in meetings, observes his work and receives reports, for instance . Thus, if there’s any deviation or need for a change in planning, it’s not necessary to attend for the evaluation moment. during this phase, both the leader and therefore the employee follow abreast of the work.
Performance evaluation: here comes the evaluation itself. it’s the amount of periodic collection of knowledge on the performance of employees and may even be understood as an instrument.
Development actions: it doesn’t add up to go away the performance evaluation with none direction. it’s at this stage that those involved plan to taking the required actions to enhance their performance.
That is, performance management happens all the time, it’s cyclical and broad . It’s even in hiring , once we choose candidates expecting them to perform also because the best employees within the company. it’s in deciding about people, like relocations and promotions, and is directly associated with human development.
What Is Performance Management?
Once we understand performance management, it’s already obvious that performance appraisal may be a step during this more global process. It also can be understood as a tool , as its objective is to live the info to be analyzed. it’s going to or might not be utilized in performance management, but it’s highly recommended that the tool be used, because it brings objectivity to the present management.
From the attitude of performance appraisal participants, it serves to bring objectivity and clarity to the analysis, also as informing the event plan and future work plans. For HR, it’s important that assessment data transcend this individual level of study . the info should be systematized , compared and used for deciding .
An important dimension of performance appraisal is its periodicity . it’s important that it’s reapplied from time to time. this era are often three months, a semester or a year, counting on the requirements and conditions of your organization.
There is tons of other information about this stage of performance management, like the kinds of assessment, benefits and possibilities for using the results. If you plan to use or improve your process, access all the knowledge in our performance review guide .
Why Worry About The Difference Between Performance Management And Performance Appraisal?
This difference between performance management and performance evaluation seems simple, but it can hide major flaws in practice. If a corporation manages performance using indicators and other data, without completing a scientific performance assessment, it runs the danger of getting an information- poor process .
On the opposite hand, if an HR sector puts the assessment into practice and understands that it’s synonymous with performance management, the case is even more serious, since the method is incomplete . This organization will probably stop collecting data, without using it during a broader and more strategic way.
This makes leaders and employees less involved within the assessment, as they fail to ascertain meaning during a process that doesn’t bring results. Over time, data becomes less reliable .
In addition, HR wastes the trouble of designing and running the performance appraisal questionnaire if its results aren’t used for love or money . In fact, no people management process are often without further action, right? Activities intrinsically , without clear objectives, are not any longer a part of the scope of labor of a strategic HR.