An effective performance management program can make a significant contribution to a business. It brings together a number of fundamental people management systems and processes such as job design, measures, development and rewards and ensures they are linked to overall corporate goals.
Many performance management programs fail and there are a number of reasons for this. If you are considering the implementation of a program there are some key issues to consider.
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Action Plan
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| 1. The CEO is totally supportive of the program as managers will copy the behaviour of their managers. |
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| 2. All jobs are defined with clear results and measures. |
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| 3. Core competencies are defined and specific behaviours are identified and well communicated. |
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| 4. Clear policy, objectives and procedures defined for the program. |
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| 5. Documentation is prepared and meets the needs of the program without being too onerous. |
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| 6. Documentation includes preparation for employees. |
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| 7. All managers and supervisors are trained in the process and skills required. |
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| 8. All employees are trained in the process. |
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| 9. Other systems are in place to follow up from outputs e.g., training and development, rewards and succession planning. |
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| 10. A calendar and reminder system set up to ensure reviews are carried out on a regular basis and follow up action completed. |
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Buy Paul Phillip's Audio Seminar CD from the Resource Centre:
Effective Performance Management