Performance management program – PMP
Performance management has been a key component of human capital solutions for decades.It is no surprise that companies with strong business performance are also companies with strong employee performance management programs.
Performance management techniques for both the effective and less effective organizations are not very different. The greatest difference is the level of active leadership support and championing of the process.
The organizations getting the most impact from performance management are those that have strong leadership support and that execute well in differentiating performance and giving performance messages.
- The performance management process includes developmental plans for the future.
- Training is provided to managers on how to conduct a performance evaluation meeting.
- The quality of performance appraisals is measured.
- There is a system in place to address and resolve poor performance.
- The performance appraisal includes information other than that based on the judgment of managers.
- The performance review process is consistent across the organization.
- Employees can expect feedback on their performance more than once a year.
- 360 reviews are used to support the performance evaluation process.
- The performance management process includes ongoing goal review and feedback from managers.
- excels at driving accountability right through their organizations – they are clear about an individual’s accountabilities for a particular role and they consistently hold people accountable for the delivery of these;
- ensures the functions required to execute the strategy are in place – their organization design is fit for purpose and employees at all levels, understand the three of four key priorities the organization has to get right and their contribution towards these;
- aligns pay to performance, and in turn performance to strategy – they encourage executives to maximize their personal pay packets by delivering on activities that are of strategic importance to the organization, reinforcing the message that delivering what we believe is important will lead to the largest compensation;
- prioritizes people development as a core accountability for line managers with greater use of planned career assignments, one-to-one coaching and competency models.