05:24
Faizan
Performance Management is an Art!
If you want to be cutting edge you need to measure your results and performance manage your team.
Getting the best out your people can sometimes be a stressful business. In my many years of managing and subsequently as an HR professional, one of the biggest barriers to great performance management is that people have different perceptions of what performance management is about.
Even terminology around performance management can be misconstrued. For a business to succeed you need to make sure that when planning, developing and communicating your performance framework you get it right. Your performance framework sits underneath your overall organisational purpose and mission. It is not the end the result: a performance framework is the examination and monitoring of the factors which will make you profitable, or successful; or not.
Businesses who get their performance framework right have a huge advantage. I know of some organisations who don't actually have a performance framework in place, and frankly they are missing a trick. Because performance can contain a myriad of factors; the first hurdle is to decide on the unique framework for your business.
Measuring and managing performance are two different processes. They are frequently confused. Depending on style and culture of an organisation, these two simple elements can be approached in different ways. A good organisation will have no doubt at all about all of the elements of their performance measurement and their performance management regimes.
Performance Measurement
There are six basic performance measurement equations: These are:
Productivity. - You can measure productivity individually or by team. Basically this measurement is about the quantity being produced in a given time. You can measure productivity across most outcome based processes, which could be a product, a service or an administrative task.
If you want to be cutting edge you need to measure your results and performance manage your team.
Getting the best out your people can sometimes be a stressful business. In my many years of managing and subsequently as an HR professional, one of the biggest barriers to great performance management is that people have different perceptions of what performance management is about.
Even terminology around performance management can be misconstrued. For a business to succeed you need to make sure that when planning, developing and communicating your performance framework you get it right. Your performance framework sits underneath your overall organisational purpose and mission. It is not the end the result: a performance framework is the examination and monitoring of the factors which will make you profitable, or successful; or not.
Businesses who get their performance framework right have a huge advantage. I know of some organisations who don't actually have a performance framework in place, and frankly they are missing a trick. Because performance can contain a myriad of factors; the first hurdle is to decide on the unique framework for your business.
Measuring and managing performance are two different processes. They are frequently confused. Depending on style and culture of an organisation, these two simple elements can be approached in different ways. A good organisation will have no doubt at all about all of the elements of their performance measurement and their performance management regimes.
Performance Measurement
There are six basic performance measurement equations: These are:
Productivity. - You can measure productivity individually or by team. Basically this measurement is about the quantity being produced in a given time. You can measure productivity across most outcome based processes, which could be a product, a service or an administrative task.
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