Working out a plan
Lena M. Rayls
HRMT645-1101A-01 : Operational Human Resource
February 6, 2011
Running Head: Working out a plan
Performance Management: Working out a plan
Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals ( U.S. Office of Personnel Management, n.d.). Performance management is a continuous cycle of planning, monitoring, developing, rating, and rewarding. Each of the steps is important to follow if you are to have an effective performance management plan. An effective performance will save the company both time and money because they have the goals set, they monitor how the employees are moving towards meeting those goals while helping the employees to develop the skill set to accomplishing those goals. Furthermore once the goals have been met by the employee then they will be able to be rewarded either by intrinsic or extrinsic methods.
The first step in having an effective performance management plan is to set goals. You have to plan your work ahead of time. What I am proposing at this point is to have a monthly meeting set up with all of the department discuss quarterly goals, where that are at in meeting those goals, and what ideas there are out there to help meet those goals. This will also be an opportunity to begin setting up the employee performance reviews. What the managers would do is look at the goals that have been set before them and how their team is coming along to meeting them. If the departmental goals have been met or if they were not met, the goals are what sets the stage for the employee performance review.
There are many reasons why we have an annual performance appraisal for our employees. Perhaps the most significant benefit of appraisal is that, in the rush and bustle of daily working life, it offers a rare chance for a supervisor and subordinate to have "time out" for a one-on-one discussion of important work issues that might not otherwise be addressed (Archer North & Associates, 2006). We use the performance appraisal to measure the progress of the employee, have they taken any effort to better themselves in their current positions? We also try to find out what the strengths and the weakness in our employees, if they have strengths then how can we use them to our best benefits, if they have weakness, then what can we do to eliminate them. We also use performance evaluation to make employees accountable for their assigned jobs. The performance evaluation is a necessary and beneficial process, which provides annual feedback to staff members about job effectiveness and career guidance (Tennessee.edu, 2006). The frequency of the review should be constant and be based from their date of hire. The section supervisor and the employee should meet quarterly to have updates on what the employee’s goals are and how they are progressing towards those goals. They should also be meeting to give the employee a chance to voice any concerns that would prevent them from accomplishing those goals. They should have a Semi-Annual review to help get the things that they have accomplished thus far recorded. This way when the end of the year arrives, the employee nor does the supervisor have to try to remember everything from everyone for a year. This is to help eliminate mistakes for the end of the year form and to figure out the incentive that will be offered to the employee.
During the time period and at the end of the time period for the evaluation the employees are given feedback from their supervisors. This feedback is to be given constructively so that the employee can use it to better themselves. An employee cannot know what it is expected of them and if they are reaching those expectations without feedback and guidance into the right direction of development. The development of the employees will