There are critical moments in our careers where our work performance is judged, criticised, reviewed and appraised. These are the very moments where we have sleepless nights and are fraught with worry. I was one of those nail biters when it came to my appraisals and performance reviews. It made me ponder on some questions – was it really constructive, helpful or necessary? Did it help the employees become more productive?
As such, we feel that performance management should be done regularly, i,e. monthly, to ensure that the employees progress is documented throughout their career with the organisation. It can be a real pain to orchestrate this without a proper system and managing platform. After all, employee development is an ongoing process that is best managed via an automated system that flags the necessary trainings required to the managers whilst keeping track of whether the employees are meeting their KPIs.
Performance management should be continuous feedback in an employees life cycle in the organisation
I have had opportunities to work with corporates before. One significant practice that set the organisation apart from another is that they adopt performance management. Not only managing it, but turning it to high performance system.
What is High-performance Work System?
By definition, there are elements that must work together include organizational structure, task design, people, reward system and information systems, and human resource management plays an important role in establishing all these.
What are the conditions that attribute to high performance?
Extrinsic motivation like money and rewards are expected but intrinsic motivation will give meaning to work again
What do you achieve from these?
Higher productivity and efficiency results from high product quality, great customer satisfaction and low employee turnover. Customer satisfaction contributes to growth of the business, efficiency from steady supply of experience workforce. All these are what most organisation dreams to achieve because it’s not theory we are practising but profits and revenue which is the outcome of effectiveness.
**Source from HRM Assessing and Improving Performance