Characteristics Of Performance Management

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3.4.1 Performance management
Performance Management is a means of getting better results by managing performance within an agreed framework of goals, standards and competence requirements (Riley, 2011).
Performance management involves many roles. Must be a communicator, a leader, a role model and a collaborator. One of the major roles of a performance management is to manage the performance of the team and of each individual team members. Although some people find performance management to be difficult / unpleasant, but when it is done well, it is about partnership and motivation.
3.4.1.1 Characteristics of Performance Management
• It is a planned process of which the primary elements are agreement, feedback, positive reinforcement and dialogue.
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• It is based on the agreement of role requirements, objectives and performance improvement and personal development places.
• It provides the setting for ongoing dialogues about performance.
• It is also concerned with inputs (knowledge, skills and behaviors) and values.
• It functions as a continuous and evolutionary process, in which performance improves over time.
• It is mainly concerned with individual performance but it can also be applied to teams.
3.4.1.2 The cycle of the Performance Management

3.4.1.3 Performance planning
The basic premise in Performance Management is that an employee must know what is expected of him / her to be a highly effective performance. This is done by the supervisor and the employee collaborating to develop individual performance plans.
At the beginning of the performance year, the supervisor, with input from the employee, will develop specific annual goals and establish / review the employee 's development goals. The supervisor will also review the employee 's position description for accuracy.
3.4.1.4 The Process of Performance
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• Peers
Peers are in a better position to evaluate certain facts of job performance which the subordinates or supervisors cannot do.
• Subordinates
This process is called an “upward feedback”. It helps in assessing certain aspects of supervisor’s performance like; management style, ability to communicate, delegate the work, allocate resources and deal with employees on a fair basis. It also helps to know the expectations of the subordinates from their supervisors.
• Self – appraisal
Self-appraisal gives a chance to the employee to look at his / her strengths and weaknesses, his achievement and judge his own performance.
• Rating committees
These committees contain the employee’s immediate supervisor and ¾ other supervisors. Avoid discrepancies.
• User of services
This appraisal is done in service organizations, when performance of an employee is evaluated on certain criteria like promptness, speed in performing a given task, accuracy.
• Benchmarking
It is a continuous process of measuring products, services and practices against the recognized competitors with the objective of rectifying performance
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