Performance Management - What is it?
We help you execute your business strategy, breaking down responsibility, accountability, and results to departments, job functions, and individuals. This system is most effective when combined with the appraisal, rewards, and compensation system. We show you how to make this a reality.
Improvement System, HR compliance & people solutions made simple
When Performance Matters
- Defines company objectives broken-out by the department and then to the individual.
- Create a total performance management system that helps execute the business strategy for the entire company, by the department, by job title, and by the individual supported by compensation, rewards, appraisals, and reinforcement.
- More than a management system. It’s total company performance broken down to the individual level supported by other people management programs, with feedback loops, documentation, and communication systems.
- Includes performance expectations and how they will be measured by the department, by job title, and by an individual.
- Provides aligned, desired performance results, objectives, and behaviors with business strategy, compensation, rewards, appraisals, and accountability systems.
- Performance expectations communicated and measurement system to employees while documenting performance regularly.
- Definite corrective action guidelines to improve performance and employee engagement.
5 Steps to Performance Management
Do managers need help in understanding the value of managing performance? Only through getting this clarity can a manager gain the confidence that there will be some real business advantage obtained from their efforts. Otherwise, why bother?
Does your management team know that research shows that what people seem to want, and want quite severely, is to be well managed? That they want a strong, mutually supportive relationship with their manager based on interest and clarity? Much of what ‘well managed’ means is effective performance management.
Frequently the managers I work with seem to feel the need to gain permission to undertake probably the essential part of their role – managing performance. They know there are expectations of them as managers, but they don’t feel they have somehow earned the right to manage. Do managers need to understand the reasons they have to manage?
Needing help in understanding the value of managing performance? Only through getting this clarity can a manager gain the confidence that there will be some real business advantage obtained from their efforts. Otherwise, why bother?
Is ‘managing performance’ listed in their job description, their job objectives, or anywhere else? I have heard hundreds of managers tell me that there is nothing written down or agreed that describes their responsibilities as a performance manager.
Customer Review from AG Parts Manufacturing
HR Service, Inc. for us means increased business performance. Matching our ambitions to implement the most effective management practices with Ken’s skills, mindset, and abilities has helped us attain our goals. We hire the right people – faster. Once they are here, Ken helps everyone within the organization to see a clear connection between what they do and the success of the company. We list HR Services as part of our competitive advantage. Brook Langston – President, AgParts Manufacturing