The first cycle of performance management is the planning process employers or managers meet with the individual or teams to set measurable goals that will strategically align with the goals of the organization. During this process the expectations and goal setting is being monitored continuously. Managers meet with their employees and create plans while explaining how the employee’s performance will affect the organization and their fellow employees. As the employee meet the goal expectation new goals are being implemented to encourage further employee development. Monitoring the employee’s set goals allows managers to make corrections and adjust the employee’s performance timeline to ensure they the employee reach the desired outcome. Monitoring also, known as reviews allows managers to keep the employee informed of their progress toward their set goals. Consistent monitor will allow the manager to identify potential problems early, along with the opportunity to correct unacceptable behavior before the actual rating period.
Employee development is the second cycle in the performance management process. Although goals are set to ascertain a desired behavior that will align with the organizations goal, will also allow for employee growth and development. The development of employees is vital is sustaining the culture of the ...
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...t or exceeded the performance goal. The decision to compensate or not to compensate should be explained in detail to the employee with supporting documentation. Perhaps having been reviewed by the next level manager and the human resource manager.
In conclusion, every organization has guidelines and regulations they must follow concerning performance management. Not all performance appraisals are completed or applied in a cookie fashion because no two employees are the same and nor do they perform and receive feedback in the same fashion. The performance management process although not an enjoyable function in managing employees it is however, a necessity. Whether the organization is large or small for profit or a non-profit performance management is necessary when hiring the right person for the job and meeting the goals and objectives set by the organization.
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