Chronology of Employee Performance Management in the Federal Government

I chose the topic of performance management to research because I currently work in a performance based environment as a customer service representative for Toyota Financial Services. I came across a lot of articles and information on this topic and due to the nature of my job, this topic was very interesting for me. Performance Management means managing the performance of an organization or individual. It is an assessment of employees, progress and other factors that are geared towards company goals. It is the process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with organizational goals. Performance management can be the key to creating an employee, team, company and/or

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

For each element needed for an effective performance appraisal system, have criteria to ensure its proper function. The element of overall policy, the criteria that should be present is clear measurable performance criteria, clearly stated and defined performance goals and objectives, information for the application and operation of the system, procedures to address employee performances, and information that identifies those covered by this system. The overall policy must meet regulatory requirements of the state, county, city, or federal laws. According to [5 CFR 430.209(a)]), Agency must also obtain approval prior to implementing changes that modify any element of the system subject to regulatory requirements.

Today, organizations need to have a clear understanding of where their organization is and where it needs to be in the future to secure longevity and financial success (Moore, Ellsworth, & Kaufman, 2011). Organizations need to have a performance management system in place to stay competitive. Therefore, having a well-developed performance management process in place allows the employer and employee to communicate goals, share information, and establish career growth. Performance management needs to contribute to the success of the organization while providing a positive impact on the employees. Therefore, the mission, goals and performance management should coincide with one another.

Performance Management is a tool to ensure that line managers effectively manage and develop their employees in-line with organisational objectives and goals.

Leadership training helps supervisors and managers understand the importance of giving equal attention to operations and employees. Effective performance appraisals rely on performance standards to determine how well employees complete their job duties, tasks and responsibilities. Performance standards indicate what level of effort is required for an employee to meet or exceed her job expectations. For instance, a performance standard for an accountant might state: "Conduct two audits every 30 days." Accountants who conduct four audits every month are exceeding the company 's expectations, and accountants who conduct two audits every month receive evaluations that indicate they are meeting expectations. Performance standards are simple measurements used in the performance appraisal process. Discipline and recognition appear to be opposite ends of the performance management spectrum. Nevertheless, both are integral parts of a performance management system. Effective performance appraisals consist of constructive feedback for improvement as well as recognition for strong performance. The ability to address both within the performance appraisal enables a balanced employee assessment. In addition, both constructive feedback and recognition are requirements for determining employee skills and aptitude, training and development needs. Another element of an effective appraisal is what effect performance has on

1. Performance indicators – performance indicators outline what an employee does right for example if they receive a 10/10 positive feedback from who they serve and zero defects.

Performance management is the process of communication between a supervisor and an employee that occurs throughout the year, in order achieve strategic objectives of the organization. The communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, and reviewing results. Traditional performance management systems are changing to become a more effective coaching system that focuses on employee achievement of goals and objectives rather than the annual appraisal systems that only communicate one-way.

Performance management is a management process that brings managers and employees together to work towards an effective and efficient planning, monitoring and reviewing the output of employee using the organization’s goals and objectives as a parameter. It is a management success tool that helps the employees, managers, and the organization to succeed. Performance management makes sure the organization gets what the employer expect from the employees (Mathis & Jackson, 2012).

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

In some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees' job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals, which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes for the individual worker, for the worker's supervisor and for whole organization. (Cleveland, Murphy, and Williams, 1989).

I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.

A major challenge for every business owner or manager is to have employees who are passionate about what they do and constantly strives to perform at their best. Many managers take the integrated approach known as Performance Management, to manage the performance, consisting of setting goals, training employees and then appraising and rewarding them (hrm). It can be explained as a process that consolidates goal setting, performance appraisal and development into single, common system, the aim of which is to ensure that the employee’s performance is supporting the strategic aims. (hrm book 315)..

​Performance appraisals facilitate the maintaining of employee records regarding their past and present performance. This information is important when determining the effectiveness of individual employees in their job positions.

According to Buchner (2007) Performance Management is “A process for establishing a shared understanding about what is to be achieved and how it is to be achieved and an approach to managing people that increases the probability of achieving success”.