Objectives of Performance Management

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Performance management is an important HRM process that forms the basis for developing individual and business performance. It is part of the reward system in the broadest sense of the word. The aim is to improve the performance of individuals and teams. It is about achieving better results by understanding and managing performance within an agreed framework of objectives, standards and competency requirements. Performance management is about finding answers to the questions "What should be achieved" and "How should it be achieved". It is about finding more effective ways to improve business performance.

Performance management concerns

Align the individual's goals with the company's strategic objectives and create an environment in which individuals are encouraged to respect the company's core values and are convinced that achieving the company's goals is beneficial to them.

Expectations should be defined and agreed upon by establishing responsibilities and accountability. Employees must have a clear understanding of what is expected of them, what skills they are expected to possess and what is expected of them or the type of behavior they are expected to adopt on the job.

Performance management should make employees more engaged and motivated by setting personal goals and helping them to align with the business and develop their skills and competencies.

Objectives of performance management

The overall objective of performance management is to improve the ability and competence of individuals to exceed the expectations of the organization and to operate in a manner that effectively and efficiently achieves the strategic objectives of the business. Performance management aims to ensure not only business development, but also self-development through organizational support and advice to executives and managers.

The overall goal of performance management is to create a high performance culture in which individuals and teams take responsibility for the continuous improvement of business processes and their own skills and contributions within a framework set by effective management. Its main objective is to focus people on the right things by achieving clear objectives.

The 5 main objectives of the performance management system are as follows:

1. To set and define objectives to achieve the company's goals

Goal setting is the most lucrative way to improve employee performance.

It has been repeatedly demonstrated that goal setting is effective:

  • Allows employees to focus on what is important
  • Align individual goals with corporate objectives
  • Optimize individual employee performance
  • Helps identify the most important result areas and work to improve them

An effective performance management system will make goal setting one of its essential requirements.

As a manager, set goals that benefit both employee and company performance.

2. Set the right expectations for managers and employees

An effective performance management system will attempt to set clear expectations for both managers and employees.

As a manager, it is essential that you set manageable expectations for your employee.

Don't expect a bad performer to start getting good results immediately. Or that a star performer will remain consistent every two weeks.

Similarly, bad management decisions will only lead to bad management decisions if managers have high expectations.

Set expectations that actually lead to results :
  • Define the expectations of your employees in clear words. Let the employees know exactly what you expect from them
  • Support the argumentation behind the expectation. Explain how these expectations will contribute to the goals of the company
  • Document the expectations. Do not rely on mouth-to-mouth interaction. Provide a specific worksheet or document about what needs to be done and who is responsible
  • If employees know their own roles, responsibilities and accountabilities, they are likely to be more consistent and productive

This will enable improved business performance. In addition, the personal development of the employee is enhanced.

3. Effective communication between individuals and teams

Changing workplace dynamics are leading to a cultural change in today's workplace. As a result, communication has begun to play a key role in the workplace.

A company with a good communication culture leads to committed employees and an alignment of individual goals with the company's objectives.

Knowledge of the work of the other team members - their goals, succession planning and their ideas - is crucial to achieving them.

A team that lacks communication between its members lacks the connection that is ideally required in a well-functioning team.

Here are some tips for creating an active communication environment:
  • First, team leaders or managers should take the time to engage with team members in one-on-one conversations
  • Continuous feedback and coaching to build a workforce with a variety of skills to support professional development. One of the ways to achieve this is through performance assessment or review
  • Also organize frequent team-building activities
  • Promote collaboration and communication as an essential part of your workplace culture
  • Also use appropriate and useful corporate communication tools.

4. Setting performance standards

The main objectives of performance management are to set performance standards.

An organization must establish performance standards and performance plans to evaluate employee performance.

Each position has a specific performance standard that must be met.

Failure to meet performance standards can mean the following:
  • Lack of effort on the part of employees
  • Usually more unrealistic standards have been set for the position in question
  • As a result, there were insufficient resources available to complete the task
  • In particular, a lack of cooperation or collaboration from the team or manager.

The issue is as follows.

Without a performance management system, you may never know the reason for the failure.

An effective performance management system will be able to show what is missing and what deserves recognition.

Your company's strengths and weaknesses will be more apparent and therefore easier to improve or correct.

5. Define individual training and performance plans

Another key objective of a performance management system is to determine the training and development needs of the workforce.

It promotes the personal development and career advancement of employees by helping them acquire the desired knowledge and skills.

A well-executed performance plan provides your employees with personal development opportunities to improve their skills.

Learn how to create an effective performance plan for your employees to support their professional development:
  • First, ask your employees what skills, training or courses they need to do their job well
  • Next, create a training plan and budget
  • Also decide how the new training skills can be used in some key result areas
  • Finally, set organizational goals for applying the new skills

If you’re looking for an automated Performance Management system, we suggest you IceHrm which is one of the best HRIS systems which has so many HR functions automated into one system.

IceHrm is a Human resource management system for small and medium-sized organizations. This HRM software centralizes employee data and allows only one authorized person to access it, providing a high level of security. The presence module monitors employee time based on information about insertion and perforation. It covers all the basic HRM needs of a company such as Time Management, Training, and Development, Attendance Management, Expense management, leave management, Recruitment management and handling employee information.

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