The performance management model is a tool that supports an ongoing process of planning, measuring, and coordinating personal, departmental, and organizational goals and behaviors.
It is related to the company’s goals (priorities) and job systematization (responsibilities). The basis for performance management is functioning goal management in the organization.
The results of measuring performance are organized in a kind of traffic light that shows progress or. achieving the company’s strategic goals. An effective system thus shows the contribution and role of the individual in the development of the organization. A clearly defined model enables the design of a succession system , and at the same time enables the development of employees in terms of promotion and career paths.
In the system, we always define the following elements with the human resources department and management:
what we measure – focus on goals and / or competencies and behavior;
how we measure – with the help of planning or. tool development, regular status reviews, regular feedback, 360 ° method;
who evaluates ;
what will be the ways to measure work performance;
the impact of evaluation on promotion, rewards and pay policy.
If necessary, we also help with workshops for managers and employees, where the introduction and method of the model are communicated.
performance management system
Results
Rules on performance management in the organization,
a performance management manual from an organizational and individual perspective.
What do we gain from the promotion system?
Clear goals, expectations, priorities and responsibilities (organizations, departments and individuals).
Precise definition of what needs to be done to achieve organizational goals.
A clear picture of performance (organizations, departments and individuals).
Delimitation of responsibilities – understanding the roles and responsibilities of the individual in the company.
Guidelines for employee development in line with organizational strategy.
Understanding the individual in relation to his role in the development of the company.
The company’s strategy and the career path of employees are always connected.
The coherence of the company’s vision and the competencies of the employees, which are important for achieving the goals, is of key importance. Only in this way can companies stay one step ahead of the competition. Managing employee performance with the Gecko HRM application makes it easy to plan and monitor goals. For employees and managers, it is the basis for measuring progress and constantly adjusting goals, according to the business needs and wishes of the individual.
Education
Invest in employee education and observe progress.
Motivate your employees and provide them with the tools they need to achieve their career goals. Make sure that their training complements the human resources development plan, and assess their contribution and connection to the company’s strategy and employee development.
Management development
Plan the development of management staff and ensure your success in the future.
Identifying key leaders in a company is only the first step. With Gecko leader development planning, you can ensure all the necessary steps for talent development are carried out. Secure the future of the company with top leaders!
Allowances and rewards
Keep your employees engaged and motivated.
The key to a successful business is motivated and committed employees. Rewards can depend on several factors: the results of the individual, the team, as well as the budget. Automate the calculation of employee rewards based on their performance ratings.
What is performance management and why is it necessary?
Performance management is a methodology that companies use to achieve their goals in the most efficient way possible . This means that it is about achieving the most appropriate performance both globally (companies in general), departments (each section that makes up the company) and even individual (each employee himself).
The key to performance management is communication, which must be consistent between employees and managers, and must be used to clearly define different terms. It must first be clear what goals need to be achieved. Once the goals are defined, each member of the company should gradually receive feedback on their performance by providing them with the information they need to adjust.
Finally, superiors should continue the communication process, which should not be interrupted, verify the results obtained and forward them to their team so that they can verify that their work has yielded the results they expected, or if it is necessary to change the procedures so that we can achieve the following goals set in the company.
An effective performance management process can cost your business time and other resources. But all you will save from that moment on, and the efficiency it will create, is undoubtedly an investment that really pays off. To verify this, we will learn more about the most important benefits of this methodology.
Advantages of use in organizations
Yield management has several advantages. Here we will see some of the most important ones.
1. Coordinate efforts
One of the characteristics of performance management is that it tries to coordinate the efforts of all employees in the same direction , which are the common goals of the company. In addition, each of them will realize the importance of their specific task in achieving global goals.
2. Definitely
Yield management also eliminates uncertainty by providing each team member with clear information about the steps he or she must take to achieve the results that the company is looking for. In this way, we avoid the frustration that one does not know how to act in order to achieve the goals it requires. This will mean better performance.
3. Efficiency
When every employee knows where their efforts are going and what exactly tasks they need to perform to achieve them, another very beneficial phenomenon happens to the company: all non-goal-oriented work behaviors , so efficiency increases at all levels of processes.
