Performance Management: Development & Deployment
Learn how to develop and deploy performance management methods for supporting a strong management team, one that openly communicates with its employees and works to maintain a collaborative environment. Performance management is an on-going, significant aspect of the employment cycle. It's essential for human resources to integrate the right feedback guidelines and principles into their organization's culture. This course is designed for HR professionals by an HR professional. It includes a complete overview of the Performance Management process and its overlap with the employment cycle. It also provides a review on setting performance criteria, developing goals and giving effective feedback. Finally, there's a lesson on annual performance reviews and trends. My mission is to help HR professionals succeed and this course will help you understand the performance management process and how you can implement it in support of your organization.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.25 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Formal types of Performance Management Systems
Module: Setting The Foundation
Overall, there are two different ways to handle performance management - formally or informally. Informally is more off the cuff when a manager notices an employee's behavior and simply comments on it. Here's the problem, the feedback isn't captured or documented anywhere. It could also be inconsistent. Informal feedback is good but it needs to be supported by a formal management system.
A formal method tracks information, applies a metric or measurement, may include ratings and ranking of employees.
Here's a list of traditional methods:
Which leads me to my last point, I've worked with a system that combines the use of objectives (MBO) with the review of competencies AND a rating scale! Therefore, I used to work with my supervisor to identify goals based on my job responsibilities, review a set of competencies important for achieving those goals and select a rating on how well I did in achieving those goals AND whether or not I used and developed the right competencies or skills. Plus, there was always room for comments! Comments can be more meaningful then the numbers.
Essentially, the system I'm most accustomed to is a mix and match of what I've just reviewed with you. One size doesn't fit all.
Now, before we move on though, let's not forget the self-evaluation. Your managers should make this process one of collaboration and teamwork. Ensure your employees are also conducting their own assessments on any given objectives, skill set or job responsibility.
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Christina A. Danforth, SHRM-SCP and SPHR, is a Business Owner and Learning and Development Specialist specifically focused on career growth of HR professionals. Christina taught the SHRM Certification Exam Prep Course at Central CT State University for several years. She also served as a...