Performance Assessment

Performance Management

Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Overseeing performance and providing feedback is not an isolated event, focused in an annual performance review. It is an ongoing process that takes place throughout the year. The Performance Management process is a cycle.

The cycle includes Planning, Checking-In, and Review:

  1. To begin the planning process, you and your employee review overall expectations, which includes collaborating on the development of performance objectives. Individual development goals are also updated. Then develop a performance plan that directs the employee’s efforts toward achieving specific results to support organizational excellence and employee success.
  2. Goals and objectives are discussed throughout the year, during check-in meetings. This provides a framework to ensure employees achieve results through coaching and mutual feedback.
  3. At the end of the performance period, you review the employee’s performance against expected objectives, as well as the means used and behaviors demonstrated in achieving those objectives. Together, you establish new objectives for the next performance period.

Why does it Matter

A good performance management system works towards the improvement of the overall organizational performance by managing the performances of teams and individuals for ensuring the achievement of the overall organizational ambitions and goals.

Effective performance management is essential to businesses. Through both formal and informal processes, it helps them align their employees, resources, and systems to meet their strategic objectives. It works as a dashboard too, providing an early warning of potential problems and allowing managers to know when they must make adjustments to keep a business on track.

Strong performance management rests on the simple principle that “what gets measured gets done.” In an ideal system, a business creates a cascade of metrics and targets, from its top-level strategic objectives down to the daily activities of its frontline employees.

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We help you design Key performance indicators (KPIs) and values assessment to
measure performance.

Performance Assessment

A performance evaluation system is a systematic way to examine how well an employee is performing in his or her job. If you notice, the word systematic implies the performance evaluation process should be a planned system that allows feedback to be given in a formal—as opposed to informal—sense.

Performance evaluations can also be called performance appraisals, performance assessments, or employee appraisals. There are four reasons why a systematic performance evaluation system should be implemented.

  1. First, the evaluation process should encourage positive performance and behavior.
  2. Second, it is a way to satisfy employee curiosity as to how well they are performing in their job.
  3. It can also be used as a tool to develop employees.
  4. Lastly, it can provide a basis for pay raises, promotions, and legal disciplinary actions.

We help Designing an Effective Performance Appraisal Systems for Management Trainees.