Jun
30
2009
Organizational Management Guide : Managing Performance
Author: adminOrganizational performance management is the topic for this part of our guide to organizational management…
In order to ensure that all of an organization’s subsystems are working appropriately and meeting the company’s goals, it will employ performance management processes. These processes look at things such as employees, teams, departments, and processes, to name a few, and can be achieved through reviews of specific performance, cost, quality and quantity of product, and how quickly product can be delivered. Performance management processes will also employ the use of general reviews.
Performance management reviews are generally conducted at regular intervals that have been pre-determined, but should also take place if it suddenly becomes apparent that a specific subsystem is not performing up to par. While most often a company will follow a standard procedure, the functional steps can vary a great deal based on the focus of the review and the preferences of the individual performing it.
A documented performance plan is the first step in the process and needs to lay out the standards the desired performance is based on, as well as the desired results and how those results will be measured. It should be structured to include first-level targets with more specific targets to support those, if necessary. It will be a fruitless exercise, however, if the results are not realistic and achievable, and if the expectations are not clearly communicated to key stakeholders.
Continuing feedback throughout the process is important, as is ongoing observation and the application of measurement tools used to determine the level of performance.
After the timeframe has elapsed a performance appraisal (sometimes called performance review) should take place to assess and the results and evaluate whether they’re below expectations, meet expectations or exceed expectations.
If performance meets the desired performance standard, then the performance should be rewarded in some way (the nature of this reward should ideally be stated at the start of the procedure). If performance doesn’t meet the desired performance standards, then the performance plan should be developed or updated accordingly and the procedure repeated until the performance is acceptable, the standards are changed, or the subsystem is changed.
Tags: Business, management, organizational management, performance management
