Traditionally, performance evaluations have been effective tools to assist organizations in making pay decisions and to support various employment actions. Today, an increasing number of companies use appraisals strategically to support company goals and values, better focus employee efforts, and align employee performance with the company mission. By Doing so, both the organisations and the individuals would be benefited. Also, that the focus could be concentrated on mutual development and growth. Hence, it is no a High time for the organisations to switch over from Traditional Performance Management System to Strategic Performance Management System.
What is the Strategic Performance Management System?
This process is a platform for the effective management of individuals and teams in order to achieve high levels of organizational success. The backbone of this success lies in the shared understanding about what is to be achieved and an approach to leadership that focuses on developing people which ensures that success.
Strategic performance management is a holistic process, bringing together many of the elements which go to make up the successful practice of people management, including in particular – learning and development.
Strategic Performance Management is The Next Big Thing because:
It is Strategic
It is about broader issues and longer-term goals
It is integrated
It links various aspects of the business, employee development and leadership & coaching principles for both individuals and teams.
It focuses on Performance Improvement
This includes both individual performance and team performance that is linked to and in alignment with corporate strategy
It embraces Organisational Development
This helps create a culture of competence and accountability
It becomes a tool for Behaviour Modification
Individuals are encouraged to behave according to core values and guiding principles which leads to improved working relationships with each other
Process of Implementation of this Next Big Thing (Strategic Performance Management System):
** Pls note:
All the above goals should be set and reviewed in alignment to each other. In other words, the departmental goals should be set and reviewed in alignment to organisational goals and similarly the individuals goals should be set and reviewed in alignment to departmental goals.
Outcomes of Strategic Performance Management System (SPMS):
To get this outcomes, it demands for certain level of contribution from both employee and organisation.
Role of Organisation & Employees in SPMS:
To switch over to Strategic Performance Management System, feel free to Contact Us.