Employee Performance Management is a process for establishing a common work force understanding in what will be attained at an organisation level. It’s about aligning the organisational aims with the workers’ agreed the delivery, development plans and measures, skills, proficiency requirements. The emphasis is on progress, learning and development in order to produce a high performance work force and to realize the overall company strategy.
Performance Management began around 60 years ago as a supply of income justification and was used to determine an employees wage according to performance. Organisations used Performance Management to drive behaviors from the workers to get specific outcomes. This functioned well for particular workers who were just driven by financial benefits. However, where learning and development of employees’ skills drove they, it failed. The difference between the development of skills and knowledge and justification of pay became a massive difficulty in the use of Performance Management. This strategy of managing performance was designed in Great Britain and the United States of America considerably earlier than it was created in Australia.
In recent decades, however, the process of managing individuals is becoming more specialised and formalised. Several of the old performance appraisal methods are absorbed into the notion of Performance Management, which aims to be a more extensive and comprehensive process of management. A number of the developments that have shaped Performance Management in recent years are the distinction of constant monitoring and talent management or workers, management by objectives and review.
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