PERFORMANCE MANAGEMENT

 

Linking business objectives to personal objectives

Smaller organisations are now understanding that in a tougher economic climate they need to have a greater focus on performance management. Large organisations for some time have linked their people's objectives to delivering their business objectives. In the financial sector the problems came about because individual performance was not truly linked to sustained organisational performance.

Therefore when introducing a performance management framework, care needs to be taken to ensure the correct fit for several reasons.

• The framework is not at odds with the culture of the workplace
• There is a robust analysis of individual and team achievements
• The system delivers real tangible end results
• Successes are built into future business and people plans

Often robust performance management frameworks will include assessment of individual's skills and abilities in terms of technical and behavioural competencies. This helps to measure in a credible way those strengths and abilities and areas for further development.

 

New business objectives

Now is a good time to look at your business strategies.

Have you clear organisational priorities and organisational objectives that your managers and staff can follow?

Do you have a robust appraisal and performance management system in place?

Do you monitor the deliverables?

Identify the gaps and the problems in achieving those objectives?

Identify training and development needs?

Measure the results and plan for the next year?