Wise Consultants Limited Performance
management is a process that provides both the manager and the employee the
chance to determine the shared goals that relates to the overall goals of the
company by looking into employee performance.
is it important?
an outline for employees and their performance managers to assess and to come
to an agreement on certain concerns and aims that are in accordance with the
overall structure of the company. This enables both parties to have clear objectives
that would help them in their work and their professional growth.
conducts Performance Management?
Management is carried out by those who oversee the performance of other people
- work/team leaders, supervisors, managers, directors, or department chairs.
Many writers and
consultants are using the term “performance management” as a substitution for
the traditional appraisal system. I encourage you to think of the term in this
broader work system context. Excel Wise
Consultants Limited performance
management system includes the following actions.
- Develop clear job descriptions.
- Select appropriate people with
an appropriate selection process.
- Negotiate requirements and
accomplishment-based performance standards, outcomes, and measures.
- Provide effective orientation,
education, and training.
- Provide on-going coaching and
- Conduct quarterly performance
- Design effective compensation
and recognition systems that reward people for their contributions.
- Provide promotional/career
development opportunities for staff.
- Assist with exit interviews to
understand WHY valued employees leave the organization.
- We have worked with some of the
most advanced organizations in terms of Performance Management
The Overall Purpose and Aims of Performance Management
Theoverall purpose of performance management is
to contribute to the achievement of high performance by the organisation and
its people. 'High performance' means reaching and exceeding stretching targets
for the delivery of productivity, quality, customer service, growth, profits
and shareholder value.
Specifically, performance management aims to
make the good better, share understanding about what is to be achieved, develop
the capacity of people to achieve it, and provide the support and guidance
people need to deliver high performance and achieve their full potential to the
benefit of themselves and the organisation.
Performance management is concerned with
under-performers, but it does this positively by providing the means for people
to improve their performance or make better use of their abilities.
A. Requires a shared responsibility between supervisor and employee.
B. Clarifies and aligns performance objectives with university and unit goals
and institutional values.
C. Includes feedback and coaching concerning job performance.
D. Identifies training and professional development needs.
E. Measures and documents performance.
F. Provides input for human resource decisions (e.g. compensation, recognition,