Performance behavior of decisions and behavior against performance

Performance Management ensures that employee goals, goals and effects are compatible with corporate goals. The Performance Management System consists of three main areas: the work analytical processing, compatible with the company, how to measure performance, how to perform its work through an employee assessment system, and performance performance and performance for employees.Performance management process is not a realtime event occurring once a year, but it is a complete sampling process as shown in the picture below. Eileen T. Pulcos has six steps for a efficient performance management process in his book “Brokens Management: Drive Business for Drive Business Effects”.Step 1. This action involves identifying the objectives and objectives of the company and the major effectiveness of the value of customers, employees, and the company. Employees of all departments, sections of the segment and organizations must be in conjunction with its strategic goals.Step 2 This activity identifies SMART goals, goals, behavior, and activities for specific employees to determine how to achieve the company’s goals in the first step.Step 3. The exchange of concepts between these staff and their managers indicates their achievements and their weaknesses and problems. Proper training and senior management support ensures that the performance feedback between the employee and the manager is genuinely revealed, and an efficient performance management system is committed to the company’s culture, and the ratings are completed within time.Step 4 This program implements performance assessment and behavior of decisions and behavior against performance goals and targets adopted by their managers. This algorithm is useful and requires the evaluation process:• Be a two-way debate on the weaknesses and opportunities for improvement between the staff and the manager• Frequent (yearly year)Step 5 This includes improvement needs (training, behavior changes, enterprise goals or new priorities based on performance changes).Step 6. This action includes decisions to achieve or to achieve many performance outcomes, such as promotions, salary increments, bonuses, opportunities, redundancy.This is crucial to implementing the performance management process, as it is the source of any change necessary to the system. A strategic objective must be met by combining employee objectives with enterprise goals by defining and measuring employee attributes that help in implementing company’s projects. It helps to make administrative decisions such as salary increases, mitigation and redundancy. Finally, by improving the efficiency of employees, they need to identify and develop their skills by determining the reasons behind their weaknesses.