Employee Performance Management  is a process for establishing a shared Team understanding about what is to be achieved at an organisation level.
It is about aligning the organisational Goals with the employees’ agreed measures, skills, competency requirements, development plans and the delivery of results.
The emphasis is on improvement, learning and development in order to achieve the overall business Strategy and to create a high performance Team. Linking individual employee objectives with the organisation’s mission and strategic plans. At CEO2GO, we will introduce you to some simple Performance Management theories, procedures and systems which ensure the trickle down and willing adoption on your strategic goals throughout your business.
People management effectiveness is recognised as the most important single factor in differentiating organisational performance and achieving competitive advantage.
Key to our approach is to ensure effective process integration, employee alignment and links to differentiated reward outcomes.
Organisational values and the capability criteria used to articulate core and role specific behavioural requirements that are needed to drive talent assessment and development, culture and role effectiveness. To review an associated cases study, please select Case Study – Performance Management. Want a team that is strong, effective, aligned with the organization's goals and objectives, playing by the same rules and not afraid to hold one another accountable for results? The Manager Bootcamp Program is a unique, public professional development program for supervisors and managers who are responsible for a team and want to further develop their ability to motivate, coach, plan, direct, execute, manage change and more effectively hold their team accountable for results.
Executive Impact is an organizational development firm focused on increasing your culture capital by empowering leaders and developing high performance teams. We are committed to equipping our clients to develop and execute a talent and performance management strategy, complete with the tools and resources needed to select, on-board, engage and motivate, manage and pro-actively retain top leadership talent. It is said, "without a vision, the people perish." We believe this to be true, especially in today's economy. About UsExecutive Impact is an organizational development firm focused on empowering businesses and organizations to achieve greater results through their people. Creating a harmonious and cordial relationship between line managers and individual employees. Ensuring employees understand the role they play in obtaining organizational objectives and goals. Based on the aforementioned roles, it can be said that a strategic performance management system helps the employees to understand the ultimate organizational objectives; thus, guiding the workforce towards the bigger goal. Articulating organizational expectations: Strategic performance management systems help to articulate organization’s expectations from each employee.
Measuring performance: Employees performance management is incomplete without being measured.

Assessing employee skills: The role of performance management systems does not end with reviewing employee performance rather it begins there. Thus, a strategic performance management system helps the organization to measure and upgrade employee skills in order to retain high-performance as well as to boost organizational profitability. Result oriented performance: Strategic performance management focuses on end-result, rather than concentrating on activities and employee behaviors. Cultivating a system-based approach: A good performance management system follows a system-based approach.
Meaningful measurements: Strategic performance management not only helps in measuring performances, but also ensures those measurements has useful applications. We streamline HR management processes based on the challenges faced by the workforce in achieving organizational objectives. A key component of this is the effectiveness of performance management, which is critical because it forms the hub of so many people related processes that drive performance, cultural and talent development, and engagement (see Fig 1 below). Are they planning, directing, motivating, coaching and achieving optimal results through their team? Hence, it is essential for the organization to manage the performance and efficiency of each employee and the team, as a whole.
A good performance management system ensures that it harmonious relationship is based on mutual trust and empowerment. Also, employees’ performance management system helps in assessing and ascertaining the required skills of the people of the organization for fulfilling such expectations. Though performance management and appraisal goes hand in hand, this management strategy plays a greater role. Apart from helping the employees to understand their roles, strategic performance management assesses skills required by employees. In fact, many line managers fail to understand the difference between employee behaviors and activities and end-results. Its prime focus is on outcomes and drivers; thus, creating a long-term view for the organization. They help in benchmarking and setting standards by comparing the organization’s best practices with other companies.
Companies are gradually realizing the importance of employees’ performance management system and its impact over their revenue structure. At Kranium, we identify the key performance indicators for the company in terms of organizational structure, area of business, revenue, and growth plan. Employees’ performance management systems help to explain the roles of individual employees, providing them the key performance indicators in order to connect them with the objectives and goals of the organization. In addition, the organization needs to create a culture of measuring performance on a regular basis.

Often, it has been seen that employees appearing extremely busy are hardly contributing towards the organizational goals. For example, in absence of a strategic performance management system, a business while facing financial crisis is more likely to lay off people for cost cutting purposes. Even during internal change efforts, performance management systems are used for comparison.
We help organizations to recognize the crucial roles contributing in their profitability through effective and strategic performance management systems. In addition, performance management system helps the organization to induce a cordial work atmosphere, motivating and driving each employee to perform better. It also focuses on the concerns of each employee and displays genuine understanding of the situation. Based on this assessment, the organization incorporates various learning measures to help employees update themselves.
Again, many believe that committed employees work very hard and deserve to be rewarded with high performance rating. Though it will produce short-term profits, the company is more likely to experience reduced productivity in near future. They also help the organization to measure its improvement efforts including management development, employee training, and quality programs. Though the process and other functionalities differ, the role of performance management system is similar everywhere. Based on performance, this management practice ensures equitable and fair treatment to all the employees. A good performance management system focuses on improving the overall performance of the organization. Strategic performance management, on the other hand, focuses on result-oriented performance; thus, creating a better and motivated workforce. Recruitment applications are nearly $1 billion, which is 11% of HCM and has an annual growth rate of 8%. Thus, the new age HR management requires more than traditional administrative functions of managing employees.

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