Performance Management
Performance Management(PM) is not a company’s way of employing “micro-managing” techniques that stunt the professional growth of its employees. Rather, it is a strategic approach to ensuring the efficiency and effectiveness of an organization. Whether at the
organizational, departmental or employee level, the goal of PM is to make sure all business goals are being met in a satisfactory manner.
The effectiveness of an organization, in terms of whether or not it is meeting its mission or goals, can be determined by engaging in performance management. According to the U.S. Office of Personnel Management, PM consists of five components: “Planning work and setting expectations, continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding.”
Performance Management is making sure the employee and the organization are focused on the same priorities. It touches on the organization itself by improving production and reducing waste. It helps the employee or individual set and meet their goals and improves the employee-manager relationship. The key to keeping an organization and employee aligned, which improves performance and productivity, is Performance Management.
When changes occur the lessons in this course will help the transition to be smoother and less hectic. It helps the organization and employee have a stream-lined relationship which improves communication and interactions between the two groups. It will help close any gaps that exist in an employee’s skill-set and make them a more valuable employee through feedback and coaching.
Course Objectives:
- Define performance management.
- Understand how PM works and the tools to make it work.
- Learn the three phases of PM and how to assess it.
- Discuss effective goal-setting.
- Learn how to give feedback on PM.
- Identify Kolb’s Learning Cycle.
- Recognize the importance of motivation.
- Develop a performance journal and performance plan.
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