2. Lecture 7: Objectives
Understanding the concept of Performance
Management
Linking goal-setting, performance monitoring
and review so as to ensure maintaining
quality standards
3. Developing Staff is …
o Getting the best out of staff
o Staff should be responsible for their own personal
development.
o Link with Performance Management
The Importance of Staff performance Development
4. Concept of Performance
Management
An ongoing process where supervisors and employees
work together
Aims at planning, monitoring, and reviewing an
employee’s work objectives, and professional
development.
Is comprised of frequent informal conversations about
employees’ work, needs and accomplishments
7. Goal Setting
Converting thinking and planning
about where the department or
organization is going into what
individuals must do to help it get
there!
8. What are Goals ?
key responsibilities broken down into tasks
Key activities or projects the individual
needs to achieve over a period of time
They focus on performance and
development.
An employee would typically have 3-4
focused on performance and one on
something developmental
9. When setting Goals consider
Outputs
Who is involved
The individual’s unique contribution
Timescales
Constraints
Factors outside the individuals control
Standards to be achieved
How to measure success / gather feedback
10. Planning for Performance
Management
Review employee’s job description and
expected outcomes
Understand the performance measurement
system
Review information related collected all over
the year
Understand employee expectations to make
sure they are fairly treated.
Notas do Editor
Developing staff is concerned about getting the best out of the staff by different means such as supporting their professional development, motivating them and ensuring they are clear regarding their responsibilities and accountabilities.
As for the staff , they should be responsible of their own personal development.
In order to assess staff development, performance management systems should be applied.
Performance management is an ongoing process where supervisors and employees work together with the objective to plan, monitor, and review employee’s work objectives, goals, and professional development.
It may be comprised of frequent informal conversations including coaching, feedback and support to employees about their work, needs and accomplishments related to the duties and expectations of their positions.
Performance Management may be considered an iterative process of
Setting organizational goals
Establishing good communication between employees
Performance observation and performance evaluation to provide support
Retain and develop exceptional employees to achieve organizational success.
Outputs – what will it look like when successful ?
Who else is involved ?
The individual’s unique contribution
Timescales
Constraints (i.e. things that may be obstacles)
Factors that are outside the individuals control
The standards to be achieved
How you will measure success / gather feedback
Planning for performance management includes the following tasks:
Review employee’s job description and expected outcomes
Understand the performance measurement system applied in the organization
Review information related collected all over the year
4. Understand the expectations of employees. These may include being involved in goal setting, being treated fairly and consistently and sharing information and resources.
