Performance Management at Business

Performance evaluation means measuring the potential of the work by evaluating the individual's knowledge, skills and abilities, potential and work habits through comparison and measurement with predetermined standards. It is a process that evaluates and measures the behavior of individuals in a certain period of time. Under what conditions and performance is the performance standard? Solutions to achieve this standard, don'ts, lessons learned and mistakes not to be repeated ... How to use the old one to evaluate a new perfornas * How to capture the standard persormasns? You will learn and explain these and more with these video lessons, understandable and practical information and examples in our business life.

What is Performance Management? How is it applied?

Performance management; It is a process in which employee-specific competencies and targets are determined, measured and results are improved. A performance management system should be prepared in line with the company's goals and strategies in order for the employees to be best managed, evaluated and developed objectively.

Shorten your performance evaluation processes by 75% with Pusula360.

An effective performance management defines performance, uses measurement and evaluation tools, and provides performance feedback.

What are Performance Management Processes?

Performance Management Processes

Performance management consists of 6 basic processes. In order for the management to be effective, an accurate and fair measurement tool must be used.

1) Planning of Performance; It is the goal setting processes that take place between the manager and the employee determined at the beginning of the period.

2) Selection of Performance Methods; Determining the necessary criteria for measuring performance.

3) Measurement; It is the process of measuring performance with determined criteria.

4) Feedback; Providing feedback to the evaluated employee.

5) Coaching; Guiding the person to improve performance.

6) Use of results; Evaluation results to be a resource on issues such as remuneration, promotion, education and career.

Differences in Performance Management and Performance Evaluation?

Difference between Performance Management and Performance Evaluation

Performance management and performance appraisal concepts are different topics. Performance evaluation/measurement within performance management is only a part of this process.

Performance appraisal enables the employee to measure his/her performance by competence, target and other data. Performance management, on the other hand, aims to use more measured data.

Performance evaluation is mostly managed under the responsibility of human resources employees. Performance management, on the other hand, aims to provide continuous feedback to the employee by the managers, to monitor the results and to develop the employee.

Performance appraisal partially affects the employee's financial issues such as raises, rewards and bonuses. Performance management, on the other hand, includes all activities such as promotion, job rotation, training and development by the manager and HR.

What are Performance Evaluation Methods?

Competency Based Performance Evaluation

Competency Based Performance Evaluation

The concept of competence is the behaviors that reflect the knowledge, attitudes and skills of individuals. A competency-based performance evaluation system is used to evaluate the human resources of the enterprise with correct and fair performance evaluation methods, to distinguish and reward high-performing employees, to identify training needs and to monitor their development.

While performing competency-based measurement, the roles of the personnel should be analyzed and their technical, behavioral and basic competencies should be measured. In the competency model, it is necessary to measure the performance of the employees in their jobs and to develop the aspects that are open to development.

What to Consider When Determining Competencies?

The vision, mission and strategies of the business should be considered.

It should be defined in a way that is understandable by all personnel.

It should not be confused with the job description, it should focus on excellent behavior.

Common and different competencies should be determined for each position. (You can benefit from our competence library.)

Target Based Performance Evaluation

goal-based performance appraisal

Target-based performance evaluation consists of the processes of determining, measuring and monitoring the numerical targets of the personnel. It is the most preferred model of businesses using measurable targets. It can be applied alone or in combination with a competency-based performance model.

What to Consider When Setting Goals?

Specific, measurable, achievable, relevant and time-limited (S.M.A.R.T) criteria should be sought when setting goals.

Specific: Goals should be clear and concise.

Measurable: It should be based on numerical data.

Attainable: It should be realistic and attainable.

Relevant: Goals should be defined to the right person.

Time Limited: The date to be completed must be determined.

What are the Benefits of Performance Management?

In terms of employees;

It analyzes the aspects that are open to development and becomes a resource for career planning, development and training needs.

It ensures that the achievements of the employees are identified and rewarded.

It increases job motivation and employee satisfaction.

It offers fair compensation for the employee.

It increases communication between employee and manager.

They know what is expected of them by the managers.

They better understand their responsibilities within the business.

In terms of managers;

Communication with its employees improves.

It improves the planning and control functions, increases the performance of the units.

Testing aspects of employees that need improvement They can pit and coach.

Delegation of authority becomes easier.

They develop their managerial skills.

In terms of Human Resources;

Training needs and budget are easily determined.

It sees it as a resource for human resources planning.

Employees' development potentials are determined correctly.

Pusula360 allows you to evaluate your personnel based on competency and target, and makes your work easier with the reports it offers.

The information presented in this course is constantly updated. We know that the Udemy certificate you will receive will offer you many opportunities in your life and career, as well as improving yourself. Increasing the lessons by continuously adding the information in this course by your teachers, academics and expert technical team requires you to check your course at frequent intervals. This course, which is your lifelong access, will continue to provide you with more up-to-date and different approach.