A Broader Net for Performance Management March 7th, 2007

David

It’s important to cast a broad net when considering the role of employee performance and talent management in your organization. On some level, employee performance management impacts all the most important people issues in an organization. It includes the entire relationship an organization has with its people, and helps it to achieve company goals through conversations between management and employees.

By establishing an effective employee performance management system, a work environment is created in which people are enabled, by constructive feedback and appropriate development plans, to perform to the best of their abilities. Employee performance management is a process that begins when a job is clearly defined and expectations are communicated to the employee – and you align employee goals with organizational objectives. It should be ongoing throughout the year and throughout the career of the employee and not end until the employee leaves the organization.

Too often the term employee performance and talent management is loosely used as a substitute for a traditional performance appraisal system. While employee performance management should definitely contain a carefully thought-out performance appraisal process, it also goes beyond this. A complete employee performance management system includes, but is not limited to the following:

• clear job descriptions with appropriate core and leadership competencies.
• SMART accomplishment-based performance standards, outcomes, and measures.
• Effective orientation, education, and training.
• On-going coaching and feedback.
• Regular performance development discussions.
• Objective compensation management and recognition systems that adequately reward people for their contributions and build employee investment.
• Promotional/career development opportunities for staff using best-practices succession planning.

These key ingredients should be included in every employee performance and talent management system, but they are not the only ones that can contribute to the overall process. What others would you consider essential?

Tags: compensation management, HR, performance management, succession planning, talent management