Performance Management

Performance management identifies the work that individuals need to do to be effective and contribute to the mission and objectives of an organization. The process should also encourage, measure, and evaluate job performance so that improvements can be made. Finally, it seeks to communicate, improve, and reward performance.

Performance management is a series of activities designed to ensure that the organization gets the performance it needs from its employees. Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner.

Performance standards define the expected levels of employee performance. Performance appraisal is the process of determining how well employees do their jobs relative to a standard and communicating that information to them. This tool is a key part of performance management because it helps employees improve their job performance. They are often viewed as a critical element of any performance management approach.

Despite these challenges, having no formal performance appraisal can weaken discipline in a company and harm an employee’s ability to improve. Performance appraisal is the process of determining how well employees do their jobs relative to a standard and communicating that information to them.

Performance appraisal is the process of determining how well employees do their jobs relative to a standard and communicating that information to them. This tool is a key part of performance management because it helps employees improve their job performance. They are often viewed as a critical element of any performance management approach.

Multisource feedback recognizes that for many jobs, employee performance is multidimensional and crosses departmental, organizational, and even national boundaries. Therefore, information is needed from many sources to adequately and fairly evaluate an incumbent’s performance in one of these jobs. Companies should consider using multisource feedback primarily as a developmental tool to enhance future job performance, rather than using these appraisals for administrative decisions.

Rating scales are used in performance management systems to indicate an employee's level of performance or achievement. Comparative methods require that managers directly compare the performance levels of their employees against one another, and these comparisons can provide useful information for managing performance.

Many performance appraisal problems are caused by a number of different rater errors.