As a business grows and takes on more staff, the management of people becomes a bigger issue. There will reach a point where it is right to introduce a staff performance management system.
In addition, a number of organisations in the public sector have recently introduced performance management systems; as reaching demanding government targets has meant developing performance management cultures across departments. For example, organisations in the emergency services have designed performance management systems that tie in control room and field staff to meeting targets.
A performance management system consists of agreeing objectives or goals with each employee that reflect what they will achieve in the coming period (say the next twelve months). The precise objectives will depend on the employee’s role; for example, a sales manager may have objectives relating to the amount of sales to new or existing customers as well as correct completion of order forms and related administration.
Objectives are recorded and, if achieved, should make sure that the employee makes a strong contribution to overall company performance. Continue reading