Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on performance of the organization, a department, processes to build a product or service, employees, etc. Information in this topic will give you some sense of the overall activities involved in performance management. Then you might enhance your understanding by reviewing closely related library topics referenced from the sidebar. For a description of Performance Management in the context of Information Technology, please see IT Performance Management.
Contents [hide]
1 Where PM is applied
2 Benefits
3 Organizational Development Definitions
4 See also
5 References
6 External links
[edit] Where PM is applied
The PM approach is used most often in the workplace but applies wherever people interact—schools, churches, community meetings, sports teams, health setting, governmental agencies, and even political settings. PM principles are needed wherever in the world people interact with their environments to produce desired effects. Cultures are different but the laws of behavior are the same worldwide. Armstrong and baron (1998) defined it as “A strategic and integrated approach to increasing the effectiveness of organizations by improving the performance of the people who work in them and by developing the capabilities of teams and individual contributors”
It is possible to get all employees to reconcile personal goals with organizational goals. One can turn around any marginal business and increase productivity and profitability for any organization, with the transparent and hidden forces embedded in this process. It can be applied by organisations or a single department or section inside an organisation; as well as an individual person.
The process is a natural, self-inspired performance process and are appropriately named the self-propelled performance process (SPPP).
It is claimed that the self-propelled performance management system is:
the fastest known method for career promotion;
the quickest way for career advancement;
the surest way for career progress;
the best ingredient in career path planning;
the only true and lasting virtue for career success;
the most neglected part in teachings about management and leadership principles;
the most complete and sophisticated application of performance management;
the best integration of human behaviour research findings, with the latest management, leadership and organisational development principles;
the best automated method for organisational change, development, growth, performance and profit;
the quickest way for career building, career development and moving up on the stepping stones of the corporate career ladder;
the surest and fastest way for increased motivation, productivity, growth, performance and profitability for both the individual and the organisation;
the best career builder and career booster for any career; and
inspirational, as it gets people moving, makes them self-starters in utilising own talents and initiative, automatically like magic.
First of all, deriving from the strategic plan, a commitment analysis must be done, where a job mission statement is drawn up for each job. The job mission statement is a job definition in terms of purpose, customers, product and scope. The aim with this analysis is to determine the continuous key objectives and performance standards for each job position.
Following the commitment analysis, is the work analysis of a particular job in terms of the reporting structure and job description. If a job description is not available, then a systems analysis can be done to draw up a job description. The aim with this analysis is to determine the continuous critical objectives and performance standards for each job.
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