Performance Management

Performance Management

• Process of evaluating and improving individual and team performance to achieve organizational goals
• Key components:
  • Goal setting: Establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals
  • Performance appraisal: Regular evaluation of employee performance against goals and standards
  • Feedback: Providing constructive feedback to improve performance
  • Development planning: Identifying training and development needs to improve performance
• Performance management systems:
  • 360-degree feedback: Feedback from multiple sources, including supervisors, peers, and subordinates
  • Balanced scorecard: Evaluating performance across multiple dimensions, including financial, customer, internal processes, and learning and growth

Training

• Process of improving employee knowledge, skills, and attitudes to achieve organizational goals
• Types of training:
  • On-the-job training: Learning through hands-on experience
  • Off-the-job training: Learning through courses, workshops, and conferences
  • Classroom training: Learning through instructor-led training sessions
  • Online training: Learning through digital platforms and resources
• Training needs analysis:
  • Identifying training needs through gap analysis, performance appraisal, and feedback
  • Prioritizing training needs based on organizational goals and objectives

Selection

• Process of choosing the best candidate for a job vacancy from a pool of applicants
• Selection methods:
  • Interviews: Assessing candidate skills, knowledge, and fit through verbal interactions
  • Psychometric tests: Assessing candidate personality, abilities, and attitudes through standardized tests
  • Assessment centers: Evaluating candidate skills and behaviors through simulated work scenarios
  • Reference checks: Verifying candidate work history and achievements
• Selection criteria:
  • Job requirements: Matching candidate skills and experience with job requirements
  • Organizational fit: Assessing candidate values and culture alignment

Recruitment

• Process of attracting and selecting candidates for job vacancies
• Recruitment strategies:
  • Internal recruitment: Filling job vacancies through internal promotions and transfers
  • External recruitment: Filling job vacancies through external advertising and recruitment agencies
  • Employee referrals: Filling job vacancies through employee referrals and word-of-mouth
  • Social media recruitment: Filling job vacancies through social media platforms and job boards
• Recruitment sources:
  • Job boards: Advertising job vacancies through online job boards and platforms
  • Social media: Advertising job vacancies through social media platforms
  • Employee referrals: Advertising job vacancies through employee referrals and word-of-mouth

Employee Relations

• Process of managing the employment relationship between employees and the organization
• Employee relations strategies:
  • Communication: Maintaining open and transparent communication with employees
  • Employee engagement: Fostering a positive and productive work environment
  • Conflict resolution: Managing and resolving workplace conflicts and disputes
  • Employee participation: Encouraging employee participation and involvement in decision-making
• Employee relations benefits:
  • Improved employee satisfaction and morale
  • Increased employee retention and reduced turnover
  • Enhanced organizational reputation and employer brand
  • Better employee-employer relationships and conflict resolution

Performance Management

• Evaluates and improves individual and team performance to achieve organizational goals
• Key components: goal setting, performance appraisal, feedback, and development planning
• Goal setting: establishing specific, measurable, achievable, relevant, and time-bound (SMART) goals
• Performance appraisal: regular evaluation of employee performance against goals and standards
• Feedback: providing constructive feedback to improve performance
• Development planning: identifying training and development needs to improve performance
• Performance management systems: 360-degree feedback and balanced scorecard

Training

• Improves employee knowledge, skills, and attitudes to achieve organizational goals
• Types of training: on-the-job, off-the-job, classroom, and online training
• Training needs analysis: identifying training needs through gap analysis, performance appraisal, and feedback
• Prioritizing training needs based on organizational goals and objectives

Selection

• Chooses the best candidate for a job vacancy from a pool of applicants
• Selection methods: interviews, psychometric tests, assessment centers, and reference checks
• Selection criteria: job requirements and organizational fit
• Job requirements: matching candidate skills and experience with job requirements
• Organizational fit: assessing candidate values and culture alignment

Recruitment

• Attracts and selects candidates for job vacancies
• Recruitment strategies: internal recruitment, external recruitment, employee referrals, and social media recruitment
• Recruitment sources: job boards, social media, and employee referrals
• Internal recruitment: filling job vacancies through internal promotions and transfers
• External recruitment: filling job vacancies through external advertising and recruitment agencies

Employee Relations

• Manages the employment relationship between employees and the organization
• Employee relations strategies: communication, employee engagement, conflict resolution, and employee participation
• Communication: maintaining open and transparent communication with employees
• Employee engagement: fostering a positive and productive work environment
• Conflict resolution: managing and resolving workplace conflicts and disputes
• Employee participation: encouraging employee participation and involvement in decision-making
• Employee relations benefits: improved employee satisfaction and morale, increased employee retention, enhanced organizational reputation, and better employee-employer relationships and conflict resolution