Performance Management is a procedure under which both employees and managers work in unison to plan, observe and review an employee’s task objectives and overall contribution to the organization. Performance Management is much more than just an annual review of performance and is actually the consistent process of setting objectives, monitoring progress and offering a constant guidance and feedback to guarantee that all employees are fulfilling their organizational as well as career goals.
The primary aim of performance management is to boost effectiveness and improve employee efficiency. Performance management is a consistent process by which both employees and their managers strive to plan, monitor and review the work objectives and composite contribution of each employee towards the organization.
Here are some key features of a Performance Management System program:
- PMS is job specific, encompassing a wide array of jobs in the parent organization.
- PMS attempts to align the employee tasks with the strategic direction and philosophy of organization.
- Is easy to understand and apply.
- Fetches the accurate information about an employee’s performance.
- PMS includes a collaborative approach of employee and manager based on a two-way communication between them for setting of goals and reviewing performance.
- Attempts to observe and measure results and actions.
- Includes both positive feedback for satisfactory performance and constructive feedback when the task requires improvement.
- Includes for the provision of training and development for all employees.
- It ensures that employee activities are in support of strategic decisions made by the management.
- Establishment of a clear communication medium between the management and the employees as to what exactly they are expected to achieve.
As is true for all effective management programs, Performance Management System also needs proper resources and investment, and most importantly support from the executive director, the board and senior managers. What typically can be done to effectively introduce Performance Management System in an organization for the first time, is to form a committee made up of employees, senior managers and executive board members. The target of this committee should be to increase buy-in and support and to also increase know-how about this program.
The support and backing up from the top and middle management of the organization is also dearly needed to recognize the worthy efforts and criticize the inefficient work. The management should also act appropriately to improve the performance of those wanting and change/terminate their responsibilities if they still underperform.
Whenever, you wish to implement a new Performance Management System or modify an existing one, it is significant that a proper two-way communication process takes place between the managers and employees. The purpose and steps involved in this new system must be properly discussed in the process. Also, after completing one calendar year of the new Performance Management System, you ought to analyze and review it as necessary.
Listed below are some of the real benefits of our Performance Management System Course:
- Elementary theories in Performance Management and Appraisal
- Methods in Appraising Performance
- Handling Performance Appraisal issues
- Correct approach to taking the Appraisal Interview
- Performance Appraisal v Performance Management
Performance Management System Course Description
- Introduction – Human resource management as a discipline has witnessed tremendous change with a strong focus towards development of such functions that implement efficient corporate strategies. In other words, HR of today works as a catalyst for implementation of key corporate strategies. In the present era, HR strongly inculcates facilitation and improvement of work environment for the employees by providing optimum opportunities via participation in planning and decision making.
The most upcoming and trending concept in HR as of date is Performance Management. Experts believe that PM is the need of the hour in this day and age of cut throat competition and battle for control. A typical Performance Management System is made up of activities such as combined goal setting, incessant progress review, recurrent communication and feedback for improved performance, implementation of worker development programs and reward management. The process of Performance Management begins when a new employee joins his duties in an organization and ends when he/she quits.
Performance Management can be considered as a systematic process under which the overall performance of an organization is attempted to improve by enhancing the performance of all individual employees within a team role. It is basically a mechanism to promote superior performance by describing expectations, defining roles and establishing attainable benchmarks.
- Techniques of PMS – The following are some of the tools and techniques used by companies for performance appraisal of their employees which will be explained in detail later in our course:
- Confidential Report
- Forced Distribution
- Paired Comparison
- Essay Evaluation
- Critical Incident
- Forced Choice Method
- Graphic Rating Scale
- Field Review Technique
- Performance Test
- Why Appraise? – A performance management process gives a base for rewarding brilliance by aligning individual employee achievements with the organization’s strategies and objectives and helping the employee and the organization realize the importance of a particular job in achieving outcomes. By providing all performance expectations including results, behaviors, and actions this assists the employees in realizing what is expected out of them and sets the standards so that those jobs which are under performing can be eliminated. It provides the benefit of diagnosing problems at an early stage and instigating corrective measures through constant feedback and tutoring.
- Supervisor Role – The responsibility of planning, development, and feedback is shared by numerous individuals known as ‘supervisors’, throughout the Performance Management process. Some of the chief responsibilities of these supervisors are as outlined below:
- Explicate to the employee how he/she is to help the concerned department achieve its goals.
- Coordinate with the employee to discuss the key result areas, targets and performance standards. Make sure that he/she has understood the job requirements and expectations.
- Explain to the employee the key competencies, what is required and why.
- Tell the employee clearly that they play an important role in assessing and managing their own performance all through the year.
- Provide continuous informal coaching. Let them know the good work they are doing. Help the employees with performance deficits to achieve the expected goals.
- Identify the techniques with which the employee can grow and improve and work alongside the employer to produce development plans. Ask employees about ideas to improve their overall performance by encouraging active participation.
- Always communicate all new opportunities and changes that affect the employee directly or indirectly. Identify the observable actions that employees need to take so that recommendations are solid and can easily be implemented.
- Prepare informal notes (on a calendar) whenever the employee does something good, follows the development plans or has issues following them. Such notes help the supervisor to assess the employee, conduct periodic reviews and effectively control the performance management process.
- Keep track of complaints or praise of employees from customers pertaining to an employee and his duties.
Pre-Requisites to Performance Management System Training
Performance Management System Training offered by our organization is a completely online academic course comprising of study materials, videos and tutorials, demos, online chats, and FAQ’s all available on our homepage for student reference. Here are some basic requirements/pre-requisites for a student interested in our Performance Management System Course:-
- A PC/Laptop with a high speed Internet Connection and a modern web browser such as Chrome as the entire course is available through online only.
- Completion of a basic educational qualification/graduate degree such as BA//MA/B.Com/BBA/BCA/BSc./MSc./B.E./MBA/MPhil etc.
- Basic knowledge/Diploma in Human Resource Management (not mandatory).
- Understanding of/well-versed in English language as all course materials are in the language only.
- Basic/Advanced level training/diploma in Management or a MBA/PGDM (preferable).
- Zeal to learn and gain invaluable knowledge on Human Resource Management and related topics.
- The course is ideal for students/professionals/employees/managers working in medium-high level organizations and want to learn the minutiae of HR management for career growth and achieving organizational goals.
Target Audience for this Training
Performance Management System Course is an online course designed and developed by our highly trained and experienced staff especially for those students and professionals who are looking to make a successful career into Human Resource Management. This course is also very helpful for these people:
- Management Students – Those pursuing MBA/PGDM/PhD in management or human resource management.
- Entrepreneurs – People into their own business or aspiring to begin their own venture soon.
- Team Leaders – Professionals and managers working as a team lead in some medium-high level organization in India or abroad.
- Human Resource Professionals – Those management graduates and post graduates who are into leading organizations of the country serving as Human Resource Managers or executives.
- Students – Those aspirant of Management and Human Resource Management courses from reputed top-end institutions of the country.
Given below are some common and relevant questions that you may have in your mind related to this course-
- What is Performance Management System? How will taking up a course on it help me in my future?
Answer – Performance Management comprises of evaluation & investigation of performance of all employees in a business organization. By taking up this online course on Performance Management System you will gain valuable knowledge on introduction to performance management system, tools and methods of performance management, techniques of performance appraisal, etc. The course also includes various other concepts of performance management system.
- I am from engineering background. Can I take up this course? Will it be beneficial to me?
Answer – Yes. This online course on Performance Management System is especially designed for students and professionals from all areas of study. If you aspire to enter into management field as a human resource expert or rather begin you own human resource management venture, this course will be of utmost use to you. We guarantee that nowhere else will you find a course with more information on all topics and student assessment criteria.
- I am currently working as a Human Resource Manager in XYZ Ltd. How can a course on Performance Management System assist me in my daily duties and what can I achieve after it?
Answer- That’s very well. If you have gone through our article on Performance Management System Training, you would have got to know about this topic in detail. As we have mentioned, this is a much trendy and in-demand aspect of Human Resource Management as a profession. By learning about the course contents in details, you will be well-versed in Performance Management areas such as planning, evaluation and feedback. All such aspects along with their minute details would surely fulfill you with the expectations of today’s corporate scenario and thus help you do your work better and more efficiently.
I was looking for a breakthrough course on this hot and in-demand facet of HR known as Performance Management since it was not taught in my regular MBA curriculum. I came across eduCBA’s new course and due to the competitively low price I joined it. This course not only helped me learn in-depth about the subject but got me a promotion in my office as well. Thanks very much to them.
I thought of Performance Management to be a topic different from Human Resource and management disciplines. Thus, decided not to learn this new and upcoming issue. My friend advised me to take up this course from eduCBA just for fun. Wow, it was fun and educative too!
If you are into HRM and want to excel here, eduCBA’s course on Performance Management System is must do. Simply go for it.
Career benefits of the Course
As we have been mentioning previously in the article that Performance Management System Course is suited to those individuals and professionals who are in the domain of Management/Human Resource Management and looking to launch a successful career in this field. Our course on Performance Management provides to an aspiring manager, all the knowledge, data, analysis, video lectures, query solutions and tools and techniques that are needed to become one. We can guarantee that after successful completion of this online course, the student would not only have gained precious knowledge on performance management as a subject but would be able to serve his organization in a much better way or find a lucrative job in one of the top companies of the country as a Human Resource Professional or Performance Management Executive. Listed below are some of the advantages of this course and what exactly will a student gain by it:-
- Techniques for Appraising Performance
- Dealing with Performance Appraisal Problems
- Guidelines for holding Effective Appraisals
- Appraisals and the Law
- How to conduct the Appraisal Interview
- Performance Appraisal Versus Performance Management
- Basic Concepts in Performance Management and Appraisal
|Where do our learners come from?|
|Professionals from around the world have benefited from eduCBA’s Performance Management System courses. Some of the top places that our learners come from include New York, Dubai, San Francisco, Bay Area, New Jersey, Houston, Seattle, Toronto, London, Berlin, UAE, Chicago, UK, Hong Kong, Singapore, Australia, New Zealand, India, Bangalore, New Delhi, Mumbai, Pune, Kolkata, Hyderabad and Gurgaon among many.|