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 Performance management processes enable managers to
improve the performance of their employees by utilising their power to reward,
develop or discipline as appropriate. A performance management system
documents these processes as company policy and may form a legally binding
contract It can be negotiated through individual contracts or by collective
bargaining either directly with employees or with the involvement of a union.
The essential components of a performance management system are:
- A one year performance plan in which
the employee agrees to achieve a specified level of performance in
exchange for a reward or to avoid discipline.
- During the year the manager gives
constructive feedback on performance
- Performance is appraised at year-end
and decisions are made to reward, discipline or train employees.
Change
& Perform can help you manage the performance of your employees by:
1. Designing a new, or re-designing an old Performance Management System
that:
............ aligns individual performance with achievement of strategic
goals
.............reinforces desired behaviours and cultural change
.............attracts and motivates "the best" employees for your
organisation
Typical
Assignments
Re-design of a
Performance Management System for a local government organisation. The system
was designed to assist managers and employees adjust to a new, highly competitive
environment and to align individual performance with Corporate Objectives.
Processes used were:
- Interviews with the CEO, line
managers and employee and union representatives to identify issues with
the existing system
- Comparison of the existing system
with recognised best practice in performance management for dealing with
those issues
- Using all above information to
re-design the system
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