Employee Performance Management
“What you can’t measure, you can’t manage”
PURPOSE OF SERVICE
The achievement of organisational goals is dependent on the optimal execution of work outputs. It is the optimisation of individual performance, which defines true competitive advantage!
Performance Management is an integrated method of managing performance and capacity development. It serves as a means to objectively identify individual performance gaps against defined performance standards, as well as the identification of required competencies to address these deficiencies.
METHODOLOGICAL ACTION STEPS
The process of individual Performance Management entails proactive contracting, monitoring and measuring of individual performance, to ensure consistent achievement of individual work outputs against set standards and indicators. The process phases are described below:Phase 1: Role clarification and orientation
P4PE approach Performance Management from a holistic perspective, and thus base our performance management process on comprehensive role profiles that are supportive of work outcomes in the different business processes. These role profiles specifies work output and integrate this with key performance indicators, associated competencies, as well as action steps to achieve these. During this phase, incumbents are oriented in their roles to ensure that they fully understand the work output expected of them.
This process consists of the following steps:
Step 1: Identify stakeholders and determine their expectations – P4PE assists organisations in the development of role profiles by analysing all aspects of the business and its stakeholders.
Step 2: Identify work outputs and KPI’s – P4PE will identify work outputs according to stakeholder requirement by means of in-depth face-to-face interviews. This will also assist in the identification of Key Performance Indicators.
Step 3: Process tasks – Outline the process to follow in reaching the desired work outcome.
Step 4: Competency allocation – The competencies and proficiency level required to enable the achievement of work outputs will be determined and allocated to each work output.
Step 5: Confirm reporting structure – This reflects the structure on how the role reports to stakeholders, managers, co-workers and subordinates.
Step 6: Review and validate – Each role profile will be reviewed and validated.
Phase 2: Contracting and performance
The contracting process incorporates a two way discussion between subordinate and manager or supervisor. The aim of this process is to contact employees against identified performance indicators in the role. For each performance indicator, a clear target is set to ensure that each individual understands what is expected in terms of work output. The performance target will then be contracted to the individuals. The contracting process should also be utilised as opportunity for both the subordinate and manager or supervisor to discuss performance constraints and design a solution around these.
Phase 3: Collecting evidence
Following from the contracting phase, the next phase in the process is one where evidence of individual performance is collected through various sources such as:
Phase 4: Measuring performance
During this phase, the performance of each individual will be measured against the contracted criteria.Phase 5: Corrective interventions and Linking to bonuses
This phase involves reward allocation to individual performance upon target achievement, as well as the investigation and proactive management of individuals who do not achieve targets. At this point of developmental interventions, usually linked to the Personal Development Plans will be scheduled. Specific job coaching to improve competency and performance could also be considered.
Phase 6: Re-contract
During this phase, the performance targets will be reviewed and re-aligned with overall business objectives and individuals will be re-contracted to these targets.
BENEFITS OF SERVICE
The following benefits are associated with this service:
- Enhanced performance driven climate.
- Improved understanding of performance expectations.
- Proactive management of individual performance.
- Identification of potential high flyers
- Identification of competency gaps.
- Fair allocation of incentives.
- Increased two way communications between superiors and subordinates.
- Enhanced support of common goals and performance measures.
- Consistent process of monitoring and motivating performance.
Contact us for a presentation on how we could help you achieve your organisational development goals through the P4PE Performance Management HR Solution.P4PE Consulting | 2 First Foundation Close, Opebi Ikeja, Lagos | firstname.lastname@example.org, www.p4pe.co