HUMAN RESOURCE MANAGEMENT PRACTICE - Fichier PDF

The process of performance management ❚ 507Use of performance measuresThe CIPD survey of performance management in 2003 (Armstrong and Baron, 2004)revealed that in order of importance, the following performance measures were usedby the respondents:1. Achievement of objectives.2. Competence.3. Quality.4. Contribution to team.5. Customer care.6. Working relationships.7. Productivity.8. Flexibility.9. Skills/learning targets.10. Aligning personal objectives with organizational goals.11. Business awareness.12. Financial awareness.Performance planningThe performance planning part of the performance management sequence involvesagreement between the manager and the individual on what the latter needs to do toachieve objectives, raise standards, improve performance and develop the requiredcompetencies. It also establishes priorities – the key aspects of the job to which attentionhas to be given. The aim is to ensure that the meaning of the objectives, performancestandards and competencies as they apply to everyday work is understood.They are the basis for converting aims into action.Agreement is also reached at this stage on how performance will be measured andthe evidence that will be used to establish levels of competence. It is important thatthese measures and evidence requirements should be identified and fully agreed nowbecause they will be used by individuals as well as managers to monitor and demonstrateachievements.Personal development planningA personal development plan provides a learning action plan for which individualsare responsible with the support of their managers and the organization. It mayinclude formal training but, more importantly, it will incorporate a wider set oflearning and development activities such as self-managed learning, coaching,