The Performance Management process is commonly used to evaluate staff or employees performance. They look at varies different aspects starting with the goal for the year, then reviewing if they completed the task in the time frame agreed on. Lastly, how well the individual completed the job, the quality of the work.
The purpose of this type of review is to get an understanding of the performance by individual contributor and then reward them for their performance using pay raises or bonuses.
There are a few methods that can be used to do these reviews and tracking. Listed below are two examples.
Some corporations use a more personal system. The management will meet employees one on one at the beginning of the year. They will agree on a set of goals. Then reviews the agreement in the middle of the year to make sure everything is still on track.
The final review gets done at the end of the year to close it and provide feedback to the employee. There will always be some feedback cycle, performance improvement, and new goals for to following year. The one on one manager and employee processes has a personal touch.
The more prominent organizations use software to make their sedition process more manageable and help them complete the pay evaluation quicker. The automated process removes a lot of the human connection and relies a lot on the predetermined decision making of the application. The process results in more efficient operation and saves time and money but lacks the personal aspect of the review.
