Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
Performance management as referenced on this page is a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance (http://en.wikipedia.org/wiki/Performance_management).
Performance Standards - establishment of organizational or system performance standards, targets and goals and relevant indicators to improve public health practice
Performance Measures - application and use of performance indicators and measures
Reporting of Progress - documentation and reporting of progress in meeting standards and targets and sharing of such information through feedback
Quality Improvement - establishment of a program or process to manage change and achieve quality improvement in public health policies, programs or infrastructure based on performance standards, measurements and reports.
A Performance Management System is the continuous use of all the above practices so that they are integrated into the organization's core operations. Performance management can be carried out at multiple levels, including the program, organization, community, and state levels. http://www.turningpointprogram.org/Pages/perfmgt.html
The 5 stages in the cycle are; Plan, Manage, Review, Reward and Renew, depending on the type of organization, the management cycle may take place over a year's period or month by month. In this section of performance management we will discuss all 5 stages.
Stage 1 - Planning
The first stage of the performance management cycle is to plan; this will involve getting together with an employee and evaluating expectations for a set period of time. The first stage in the planning process will be to evaluate an employee’s current role and performance; this will gain an initial idea about areas of improvement and realistic targets.
Stage 2 - ManageImplementing the plan and managing performance is stage 2 of the cycle. This can be providing support to an employee at all times and ensuring that the appropriate systems and tools are available to maximize performance expectations.
Stage 3 - Review
Making sure that the performance structure set out in stage one is being adhered to, this may be particularly useful is there are any barriers to performance that could have a direct affect on other areas of the organization. Speaking to an employee mid way through a performance cycle is a good chance to tweak their objectives depending on external factors.
Stage 4 - Reward
If all of the objectives have been met, stage 4 of the performance management cycle is to reward employees. Reasons and types of rewards will be discussed during stage one when objectives are outlined.
Stage 5 - Renew
The final stage of the performance management cycle is renew. This can involve analyzing the previous objectives and looking at ways to improve on them and how to plan for the next cycle. Methods of rewards can vary from an annual bonus to share scheme options. (http://www.love2reward.co.uk/rewards/info-centre/performance-management-cycle.jsp)
In the performance management it also have performance appraisal. A performance appraisal, employee appraisal, performance review, or (career) development discussion is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone.
Performance measurement is a process for collecting and reporting information regarding the performance of an individual, group or organizations. It can involve looking at process/strategies in place, as well as whether outcomes are in line with what was intended or should have been achieved. Role of Technology in Supporting Performance 3 categories are The Web, Third – party Vendors, and ERP Providers
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