How To Do Performance Management | AIHR Learning Bite

Key Takeaways

[Music] hi today's bite is all about performance management what it is why it is important and most importantly how to apply it to your organization stay tuned let's proceed by answering the following question what is performance management performance management is a set of processes and systems aimed at developing an employee so they perform their job to the best of their ability performance management is not aimed at improving all skills in fact good performance management focuses on improving only those skills that help an employee perform their job better this means that it is about the strategic alignment of once work to the team and organizational goals because performance management is a process that aims to align individual goals with group and organizational goals it is a strategic and formal process this means that key individual career decisions like bonuses promotions and dismissals are all linked to this process performance management is a periodic systematic and objective process what is the goal of performance management in essence performance management is about measuring and improving the contribution of the employee to the organization a famous quote attributed to Peter Drucker is that if you can't measure it you can't improve it or alternatively if you can't measure it you can't manage it performance management is about measuring managing and improving the contribution of the individual to the organization how do you do performance management there are many ways to conduct performance management in literature there are two approaches when it comes to performance evaluation one the behavioral approach employees are evaluated based on their behaviors and efforts behaviors are identified and evaluated this approach is suitable for giving detailed feedback on behaviors and by mapping desirable future behaviors this approach fits when individual results are hard to measure examples include individual players in a team support staff and oftentimes HR professionals - the result oriented approach in this approach employees are evaluated based on objectively measured results the focus is not on the input but output both in terms of quality and quantity this approach is suitable when there are multiple ways to do the job in this case the end result is key not how the job was done examples include call center employees who have specific success metrics as well as sales professionals another example is the evaluation of lawyers and accountants as they keep meticulous track of their billable hours using six minute intervals a second element to focus on is extra role behavior these are the behaviors that go beyond the job description for more information about these check our employee performance review template article which you can find in the video description that's it for today's byte in which you've learned what performance management and its purpose are as well as how to approach it in your organization if you're interested in gaining more in-depth know how concerning different topics related to performance management check out the resources I've listed for you in the video description remember to stay up to date with our learning bites by subscribing to our channels and if you like this video make sure you like and share it and I'll see you soon in our next learning byte [Music] you