Measuring Performance is the second component of a comprehensive performance man
ID: 398787 • Letter: M
Question
Measuring Performance is the second component of a comprehensive performance management plan.
This element of the performance management plan needs to determine the methods for gathering performance information; it should include not only the types of formats and documentation for gathering information but also the people involved—for example, if 360 is part of the process, how will that be handled and who will be providing the information, etc. Having good measures of performance and good information for feedback is critical in achieving the goals of the organization and the individual. Individuals need to know how they are doing to sustain and improve their performance and, ultimately, to grow. Without accurate information, the process becomes just an exercise for both the managers and the employees. It does not contribute to the organization achieving its goals, and rather than engaging employees, the process may have the opposite effect.
How does this part of the Performance Management Process operate within your workplace or an organization that you are familiar with?
Explanation / Answer
The performance management process requires to be driven well in the organization. For better performance process it requires measuring the work done in the organization. Measuring the work done in the organization will replicate the weakest area to be rectified correctly.
The operation begins by engaging in the work, the employees begin with the work process as per the instruction of the management. The management becomes active and follows the employee’s role to be met as per the project demands from the clients. The organizational goals are only fulfilled when the clients satisfied with the work delivery from the organizational side. The managers in the workplace coordinate with the team leaders and employees in monitoring the work of each and every portion of the effective work done to make sure that they are correctly working or not. This process erases the flaws in the organizational work and the outcome achieved can be expected to fulfill the process in the organization.
The workplace can be only influenced with the effective performance level in the organization; the organization manager’s decision-making process also plays the lead role in the initiation steps of taking any work as per the skills of the employees in the particular process of handling the work. After the arrival of the project from the client’s the work is required to be divided among the team members so that the most skilled employees get the desired work and the best performance can also be achieved. Therefore, in the workplace, performance management is the vital factor that is being granted effectively for high-rising the standard of the work. In the workplace, the first approach is the effective communication and interpersonal skills that are required to be maintained among the employees and also to other organizational governing bodies. These enhance the feasibility of the organization to sustain for a longer time in terms of growth and development. The feedbacks and the mutual relation among the employees are required to be made effective for correct co-operation during the working process, the important aspects are the transparency and sharing of valid information that is required to be developed or maintained among the employees so that teamwork can be expected to perform in the organization. For better performance management process, it is necessary to patch up in a team and should have the mutual coordination among the team members so that the work outcomes may achieve with greater results and by measuring the work driven statistics, so that it can lead to performing in the most effective way by leading a stable growth in the performance.