Performance Development
Every organization has a set of objectives that it aims to achieve. In order to make this happen, all the people in the organization must be performing at satisfactory levels to ensure the quality of work outcomes. This is the ideal scenario, but as what every organization knows, this is not always the case due to the fact that not all employees are able to fulfill what is expected of them.
In their efforts to keep moving forward, organizations are implementing performance development
programs that will specifically cater to the needs of poor performers, and at the same time, further enhance the competencies of well-performing individuals.
There are many reasons why some employees just cannot perform up to standards, and these are discussed in this article set to give readers a better understanding of the “whys.” Managers and supervisors will get a bird’s eye view of the essential processes that are used as a means to bring an employee’s quality of work to the next level, and these include: performance development planning and performance management. For the employee, you will learn several techniques on how best to improve performance, and how to avoid the pitfalls of performance-related issues that will hinder you from doing a great job at work. These are fundamental techniques and methods that you can use, regardless of what career you have.
In the end, this article set will prove to be very useful for any person who wishes to carve a solid career path for himself. Organizations recognize top performers and are willing to do almost anything to keep them because they know that this select group of people is needed to help them achieve their objectives. Whilst there are uncertainties ahead, nothing can really keep a high performing individual from realizing his dreams because a world of opportunities always awaits people who know exactly where they want to be and how they can get there. This is what this article set is primarily for- to provide you the information you need to keep your performance at optimum levels.
Performance development is considered a very important aspect in the growth and progress of individuals in their respective careers. It comprise of several strategic processes that are integrated and utilized with the purpose of developing individual capabilities that will benefit the employee, specifically, and the company as a whole. It focuses mainly on performance, along with its classification, measurement, factors, and management. To gain a better understanding of performance development, its definitions are discussed here, in addition to a thorough explanation of why it is vital for career-oriented individuals to use it as a means to further their career. Performance…
In the organization’s plight to give effective performance development programs to employees, it is necessary to ensure that key aspects are given much attention. The entire process is a collaborative effort between the employee, the supervisor, and the organization; the supervisor facilitates the performance review, and thereafter, tackles on the key aspects: defining career goals, making assessments of the skills and competencies of the employee, as well as the drafting of developmental activities and setting of timeframes for each. Whatever transpired during this session will be forwarded to the appropriate department in the organization (human resource) for recording, approval, and…
Developing Core Competencies Developing core competencies is inherently dependent on the individual’s commitment to improve his performance. It is essentially a self-directed endeavor, and the organization is simply there to provide guidance and support to this person. In their effort to help an employee to perform well in various situations, many organizations have utilized a performance development system designed specifically for their employees. Its main purpose include the alignment of individual goals with the organization’s goals; organizational effectiveness by identifying core competencies required of every employee from the different levels in the organization; and lastly, measurement of individual performance through…
Companies differ in terms of processes and methods used for performance development, depending on the culture and the objectives set by the management group. But as a general rule, there is at least one Performance Development Planning (PDP) session in a calendar year that is being facilitated by the supervisors of a organization; a one-on-one meeting between the supervisor and the employee to outline, discuss, and re-evaluate personal goals as well as the organization’s goals to make sure that the employee works toward achieving these goals successfully. In the PDP session, the supervisor outlines the key improvement strategies revolving around…
Performance Management is defined as a process by which an employee and his supervisor establishes a clear understanding about the job functions of the employee; how he can perform his job satisfactorily; how the supervisor can help the employee to improve his work performance; and lastly, how the employee can contribute to the overall objectives of the organization. Often times, the root cause of poor performance is the lack of clear understanding and expectations between the supervisor and the employee which is why there is a need to implement performance management within the many departments or teams in the organization….
There is a big difference between successful people and those who cannot seem to get anywhere; the difference does not have anything to do with age, educational level, race, or social status. The difference lies in the setting of goals to get to where they want to go. Goal-oriented individuals are confident and are always “on the go.” They are a productive group of people who can handle difficult situations with higher chances of accomplishing objectives compared to those who are simply “doing their job.” Importance of Setting Realistic Performance Goals Oftentimes, when people are asked what their performance goals…
When dealing with unfamiliar and unique situations, we sometimes feel anxious. If an individual does not know what to do or what to expect, it is common to feel restless, concerned, and worried. The extent of anxiety would depend on whether this person feels he can cope or not. When gifted with a high level of self-confidence and self-esteem, people will be less likely to get anxious; however, for those with very low regard to oneself, it can be expected that anxiety in job performance can be very severe. Effects of Performance Anxiety Anxiety does not always have ill effects;…
Self-assessment refers to an employee’s description of his accomplishments, in relation to his job’s key objectives. It is a tool that provides him an opportunity to describe and put into light the major contributions he made to the organization. Note that an employee’s assessment of his own job performance may be different from how his superior, or the organization in general, perceives it. Basic Guidelines for Self-Assessments The following should be present in a written or documented self-assessment, for it to be effective: 1. Restatement of objectives – The objectives of the job should be rephrased according to the employee’s…
An annual appraisal, otherwise referred to as annual performance appraisal, is a management system that will evaluate the level and quality of an employee’s performance. The immediate head of the employee conducts the appraisal, by filling out an assessment form that has been designed and developed to specifically meet the standard and key requirements of the organization pertaining to job functions and contribution. The result of the evaluation is discussed in-depth with the employee. Five Fundamental Annual Appraisal Sections Annual appraisals can be derived from standard models or can be customized based on the organization’s requirements. However, regardless of what…
On average, we spend one-third of our time at work, and in some cases, we spend a lot more time working than the required 8 hours. Work gives people a sense of purpose, fulfillment, and satisfaction, and at the same time, it provides them the financial stability they need. Job performance is a very significant aspect of a person’s career, and it can make or break a person; it could take his career to the next level, or keep it stagnant and uneventful. How a person performs at work impacts his future, but when job performance is not managed properly,…
It makes a lot of sense for working individuals to continually improve themselves in order to keep up with the rest, or to stay ahead of them. Unless a person is waiting to get fired from his job, steps must be taken so that skills and abilities will be honed and developed, and also to make room for new skills to be learned and acquired. Supervisors and managers play a crucial role in helping their people boost their performance. Without the proper guidance and support of superiors, performance improvement efforts will most likely become unsuccessful. Aside from these, an employee…
In any organization, continuous learning means growth through learning events and experiences. It can be applied to individuals, team, and organizations- a process that will help them to achieve their overall objectives. Undergoing a continuous learning process entails change; one cannot learn and still be the same person, team, or organization. There is a constant evolution in the way we think and act, brought about by new understanding, new knowledge, and new skills. One of the worst phrases that any person or entity can say is “I already know that” because this can very well destroy any chances of continuous…
Performance management is a process that involves the effective managing of teams and individual performances in an effort to achieve high organizational performance level. A very important aspect of this process is the communication between the supervisor and the employee in order to fully understand the objectives of the organization, and know various ways that will help these employees work successfully towards achieving the organization’s objectives. Performance Management Defined Performance management has been further defined as: 1. The development of individual competencies. 2. The provision of guidance and support to employees to boost their commitment and motivate them to work…
