People Performance Management

إدارة أداء الأفراد – People Performance Management

PPM

A term used to describe all the processes and technologies that ensure employees work to the best of their abilities and put your organization’s values ​​into practice. It might sound daunting when described this way, but as a manager, you do it every single day.

Performance management process

It is a collaborative, communication-based process in which employees and management work together to plan, monitor and review employee goals, long-term goals, career path, and overall contribution to the company.

Responsibility for People performance Management

As a CEO or senior leader, you must be an enthusiastic steward of the new process. Ensure that you are supportive of the process, communicate its value and engage others.

As a manager, it is your responsibility to recognize and enhance the strong performance of your employees, and to identify and encourage improvement when needed. But first, you have to view performance management as a two-way discussion that continues throughout the year. Your employees should never be surprised by the ratings and comments they receive in their formal performance reviews.

Your role as an employee in the performance management process is:

Work towards your individual goals, which help the organization reach its goals. You and your manager must collaboratively set these goals as part of the performance management activities.

Your role as a HR business partner in the performance management process is to:

Design best practice performance management. Set reasonable deadlines to complete each step in the process

1- Benefiting from individuals; By applying effective management.

2- Providing compensation and incentives to the most competent employees; By relying on the role of performance appraisal.

3- Enhancing organizational and individual performance; By taking care to develop employee competencies.

4- Supporting creativity and innovation. This contributes to enhancing competitiveness.

5- Implementing planning that contributes to employee development in conjunction with a new approach to work design.

6- Reliance on technology. By integrating it with the work environment to contribute to the development of training, employment, and communication with all employees.

Linking performance to strategy

To be effective, the performance management process must be closely related and rooted in the core strategy and business objectives of the organization. Strategy includes formulating the organization’s mission, goals, objectives, and action plans to achieve them. August 3, 2012

Set personal goals

Think first about what you want to achieve, then stick to it. Create SMART goals (Specific, Measurable, Attainable, Relevant, and Time-bound) that motivate you and write them down to make them seem tangible. Then plan the steps you must take to achieve your goal, and cross out each step as you work through it.

Personal Scorecard

The Personal Scorecard helps keep the primary focus of our priorities focused. The scorecard helps connect all decisions and tasks to the inspiring and larger goals they support. Likewise, it helps us better decode what we should not be spending time on.

Performance evaluation

Performance appraisal is a regular review of an employee’s job performance and his overall contribution to the company. Also known as annual review, performance review, appraisal, or employee appraisal, performance appraisal evaluates an employee’s skills, achievements, and growth – or lack thereof.