Use Performance Management As A Tool?

Answer 1

Employers usually have someone in the human resources department to direct the performance management process. This process is one of the most critical within the company. This is the method managers use to communicate to employees how well the employee is meeting the company’s expectations. A job description should be the foundation for the performance management process. The job description is used as the standard by which the performance is measured.

Companies should have a clear cut job description for every position. This eliminates confusion and tells the employee what is expected from them. Ideally, this document should be presented upon hiring; some managers even present it during the interview process. They will have the candidate look over it, and the candidate can determine if their skills are a good match for the position.

In addition, managers should be assisted by human resource staff with a standardized performance management document. Many employers have a management document and a subordinate document. These forms should be the guideline by which the performance is measured. This promotes fairness and uniformity. Employees should not be surprised when they receive this evaluation. Hopefully, the manager has been communicating the expectations throughout the time period. A manager that reserves all criticism for the performance management process has not given the employee sufficient information to make a change.

In conclusion, it is important for every company to keep good performance management records. This record can come into question for a variety of reasons. This includes court proceedings. An employer must be able to document why a negative action was taken. This becomes especially critical in wrongful discharge lawsuits. The court will want to see a clear record of the employee’s deficiencies. Also, the court will want to see what opportunities were given to the employee to correct these. Employers that have clear and consistent records have a better case. The absence of these records can lead to serious problems for the employer. In the best situations, the performance management process becomes a positive tool to improve performance and satisfaction. This applies to the employee and the employer. Used correctly the process can be productive and increase the productivity of an organization. In contrast, the process that is not managed properly can cause serious problems for an employer.