Performance management is the process of using employees to improve organizational effectiveness and attain mission objectives. The five characteristics are: planning, monitoring, developing, rating and rewarding.

In an efficient organization, there is advance workload planning. Planning means setting performance targets and goals for groups and individuals to achieve organisational objectives. Getting employees involved in the planning will help them understand the goals of the organisation, what needs to be done and why, and how well it should be done.

Certain performance standards are set out and used as a basis for appraisal. They should be neither too rigid nor too lax. They should be measurable, understandable, verifiable, equitable and achievable. Through critical elements, employees are accountable as individuals for their work assignments. Em-ployee performance plans should be flexible so as to be adjusted should objectives change.

In an efficient organization, assignments are constantly monitored. It means consistently measuring performance and providing feedback to staff on their progress towards their goals. Monitoring tools include progress reviews with employees where performance is compared with standards. Sometimes on a weekly or monthly basis.

Ongoing monitoring helps to check how well employees are meeting predetermined standards and change unrealistic or problematic standards. Adverse performance can be identified during the appraisal period and assistance provided before the end of the period when summary rating levels are assigned.

Employee developmental needs are evaluated. Developing in this sense means increasing the capacity to perform better throu-gh appropriate training, giving assignments that introduce new skills or higher levels of responsibility and improving working methods to be more efficient.

Providing employees with training and developmental opportunities encourages good performance, strengthens job-related skills and competencies, and helps employees keep up with changes in the workplace. During planning and monitoring, deficiencies in performance can be detected. Areas for improving performance also stand out. Remedial action can be taken before the situation worsens.

Organizations find it useful to summarize employee performance. by evaluating employee or group performance against the elements and standards in the performance plan and assigning a summary rating of record. This is based on work performed during an entire appraisal period. The rating has a bearing on other personnel actions, such as pay increases and other benefits.

In an efficient organization, rewards are used as well. It means recognising employees, individually and as group members, for their performance and contribution. Good performance is recognised without waiting for nominations for formal awards.

Recognition is part of day-to-day experience. Actions rewarding good performance - like “Thank you” - do not require a specific authority. Methods vary according to organisations.

Nowadays organizations take performance management issues seriously. New techniques and tools are devised and implemented , but corporate success inevitably comes with good performance management...

<B>Shaffick HAMUTH</B>