Performance management is one of the great concerns of those responsible for managing human talent in organizations, their concern to know the progress and contributions of each of the officials and the urgency to intervene in continuous improvement processes makes It is necessary to understand the impact of implementing and developing an adequate Performance Management.
This topic does not refer only to the evaluation of the performance obtained by the personnel, it necessarily involves a look at all the actions carried out by the organization to favor the fulfillment of the expected results.
In this sense, it is necessary to take into account that performance management begins with the same selection process, the identification of the profiles of the people required for the positions, the training actions that are developed, the motivational factors of each one of people and even the elements of the corporate culture that lead to the commitment and motivation of people.
Performance management includes, then, a number of elements that allow assessing the contribution of officials and verifying its impact on the expected corporate results, it is also a tool that strengthens the need to know the elements that favor or hinder the task that daily develops with customers.
Some important elements to consider when managing a performance management process are:
Assumptions of performance evaluations. It is important to take into account the impact that a process like these causes on those who are subjected to interviews, questionnaires and feedback on their performance, the intentions and scope with which performance evaluation processes are programmed and developed do not always coincide with the interpretation that is made of it. These assumptions must be clarified and the purposes and interventions that will arise from this process must be clear in order to avoid misunderstandings that lead to creating unnecessary resistance when conducting the evaluations.
Characteristics of performance evaluations. History has shown that not all evaluation processes have the same characteristics and the models used vary and range from pre-designed formats to blank sheets where each of those evaluated interprets the new challenges that they must face to increase their their performance significantly. It is therefore necessary to find a model of its own for the company that preserves the factors of quality, confidentiality and truthfulness, in such a way that aspects that can be intervened by the administration are addressed and that levels of objectivity are preserved that allow giving a greater scope than the mere opinion.
Expected final results from performance management If the model used is appropriate to the reality of the company, the management will have in its hands a tool whose results are not the end of the process but the beginning of an intervention plan both towards the organization as well as towards work teams and people, in this way the behaviors and performances expected by the organization can be adjusted with those evidenced in each of the participants in the evaluation process.
Monitoring of activities and coaching. Performance management therefore has a scope greater than mere evaluation because it implies the structuring of a program of activities that must be monitored and accompanied not only from human management but also from each of the managements, where a program is established. of coach with the participants, in such a way that the evaluation points to the improvement of the performance not only of the people and the teams but also necessarily impacts the achievement of corporate objectives.
Evaluation of the performance management process. Performance management then becomes a process that must be periodically reviewed to recognize the aspects that can be improved and identify if those who participate in it need some type of training that allows them to integrate all the required elements, from the planning of the evaluation, the realization of it and of course the design and implementation of improvement actions.
Finally, it is important to recognize that performance management favors productivity within the organization, it is a way of contributing to the success of the business and the achievement of the purposes defined by the organization.
