HRM2604
NOTES
,Performance Management: Definition
o Continuous process of
o Identifying, measuring and developing performance of individuals and teams
o Aligning performance with strategic goals of organisation
o Continuous Process
o PM is Ongoing
o Process of setting goals and objectives, giving & receiving ongoing coaching
and feedback
o Alignment with strategic goals
o Managers to ensure that employee act & outputs are congruent with
organisation goals
o Help organisation gain competitive advantage
o PM creates direct link between employee performance and organisation
goals
o
,PM is Not Performance Appraisal
Performance Management Performance Appraisal
Strategic business Assesses employs strengths
consideration and weaknesses
Ongoing feedback Once a year
So employee can improve Lacks ongoing feedback
performance Driven by HR
Driven by Line Manager
, Contribution of PM
1. The definitions of job and success are clarified
2. Motivation to perform is increased
3. Self-esteem is increased
4. Self-insight and development and enhanced
5. Supervisors’ views of performance are communicated more clearly
6. Managers gain insight about subordinates
7. There is better and more timely differentiation between good and
poor performers
8. Employees become more competent
9. Organizational goals are made clear
10. Organizational change is facilitated
11. Administrative actions are more fair and appropriate
12. There is better protection from lawsuits
NOTES
,Performance Management: Definition
o Continuous process of
o Identifying, measuring and developing performance of individuals and teams
o Aligning performance with strategic goals of organisation
o Continuous Process
o PM is Ongoing
o Process of setting goals and objectives, giving & receiving ongoing coaching
and feedback
o Alignment with strategic goals
o Managers to ensure that employee act & outputs are congruent with
organisation goals
o Help organisation gain competitive advantage
o PM creates direct link between employee performance and organisation
goals
o
,PM is Not Performance Appraisal
Performance Management Performance Appraisal
Strategic business Assesses employs strengths
consideration and weaknesses
Ongoing feedback Once a year
So employee can improve Lacks ongoing feedback
performance Driven by HR
Driven by Line Manager
, Contribution of PM
1. The definitions of job and success are clarified
2. Motivation to perform is increased
3. Self-esteem is increased
4. Self-insight and development and enhanced
5. Supervisors’ views of performance are communicated more clearly
6. Managers gain insight about subordinates
7. There is better and more timely differentiation between good and
poor performers
8. Employees become more competent
9. Organizational goals are made clear
10. Organizational change is facilitated
11. Administrative actions are more fair and appropriate
12. There is better protection from lawsuits
