Performance Management
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From objectives to competencies to performance related pay and reward structures, the performance management system and the way it is managed influences and defines culture and employee motivation
Performance Management is a well-established concept and in use to some extent in most companies.
In its simplest form, job descriptions and job objectives are agreed, and performance appraised annually against them.
In more complex implementations, jobs are defined around competency criteria, and managers conduct regular performance review meetings throughout the year in order to manage performance improvement during the year, rather than merely assessing performance after the event.
A complete Performance Management System is fundamental in motivating employees to turn strategy into action.
It includes:
- Underpinning competency framework
- Job profiles with performance expectation
- Clear annual objectives
- Regular management review meetings
- Annual performance assessment
- Reward policies and mechanisms
- Career development discussions
In advising on improvement to your performance management system, Coote Harvard assesses and strengthens each part of the system, to ensure you get a culture of performance.
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