Post by rabia994 on Mar 9, 2024 6:31:12 GMT
Betting on Performance Management as a measurement method is the best option to start building the strategic future of our company. For it to work, we must ensure that the company culture is committed to communication and dialogue. The Human Resources area has been gaining place in organizations as a pillar for achieving general objectives, through different strategies. One of them is the establishment of indicators to measure performance and this is where Performance Management comes in. What is Performance Management Performance Management is a performance evaluation method that allows us to understand the cost and quality related to collaborators and improve decision-making on how to reward or balance their talent and value. This technique requires continuous monitoring and feedback from all those involved and different variables, to evaluate the data objectively. Benefits of Performance Management Have a better description of internal processes. Have a knowledge base from which future needs can be anticipated. Optimize the management of company resources and workflows to increase efficiency. Improve competitiveness and decision making. Focus on profitability. Align according to development plans.
Differences between performance evaluation and performance management At first glance, these two concepts could seem very similar, however Performance Management has certain qualities that are making it the favorite of companies. Performance evaluation provides purely productive data, while Performance Management aims to analyze in a more in-depth way, covering, in addition to perfor America Cell Phone Number List mance, data on the organization's culture, values and talent, with the aim of creating environments in which collaborators can give the best of themselves. What to measure in Performance Management? Like any strategy, the first thing is to establish indicators to measure. This can be done through self-analysis to determine what is working, what expenses can be reduced, or visualize what risks they might face next. Some of the common Performance Management indicators that can be applied to any type of organization, in addition to other specific ones focused on the company or its environment, are: Personnel turnover percentage Absenteeism percentage Payrolls Disabilities Personal development Steps to implement a Performance Management strategy.
Locate the current state of the company and determine where you want to take it, planning the tasks to be carried out, the processes, those involved in each process and the monitoring methods. Design. Based on the analysis and considering the available resources, new processes must be designed. Execution. It involves the application of new processes defined for testing, to detect failures and correct them. Assessment. Once the changes have been implemented and some time has passed, it must be measured to know if the objectives set at the beginning are being met. Optimization. Once the results are available, new areas of improvement can be detected to continue optimizing the process. Trends that strengthen Performance Management Performance Management trends aim to strengthen dialogue, beyond leaving it to an evaluation from time to time, so that collaborators can participate in the process and feel part of the consolidation of the company: Feedback. It gives security and helps to visualize and improve certain aspects, and open channels to express oneself. Process more than evaluation.
Differences between performance evaluation and performance management At first glance, these two concepts could seem very similar, however Performance Management has certain qualities that are making it the favorite of companies. Performance evaluation provides purely productive data, while Performance Management aims to analyze in a more in-depth way, covering, in addition to perfor America Cell Phone Number List mance, data on the organization's culture, values and talent, with the aim of creating environments in which collaborators can give the best of themselves. What to measure in Performance Management? Like any strategy, the first thing is to establish indicators to measure. This can be done through self-analysis to determine what is working, what expenses can be reduced, or visualize what risks they might face next. Some of the common Performance Management indicators that can be applied to any type of organization, in addition to other specific ones focused on the company or its environment, are: Personnel turnover percentage Absenteeism percentage Payrolls Disabilities Personal development Steps to implement a Performance Management strategy.
Locate the current state of the company and determine where you want to take it, planning the tasks to be carried out, the processes, those involved in each process and the monitoring methods. Design. Based on the analysis and considering the available resources, new processes must be designed. Execution. It involves the application of new processes defined for testing, to detect failures and correct them. Assessment. Once the changes have been implemented and some time has passed, it must be measured to know if the objectives set at the beginning are being met. Optimization. Once the results are available, new areas of improvement can be detected to continue optimizing the process. Trends that strengthen Performance Management Performance Management trends aim to strengthen dialogue, beyond leaving it to an evaluation from time to time, so that collaborators can participate in the process and feel part of the consolidation of the company: Feedback. It gives security and helps to visualize and improve certain aspects, and open channels to express oneself. Process more than evaluation.