Employee Performance Management is a procedure for establishing a common work force understanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the workers’ established the delivery of results, development plans and measures, skills, competence requirements. The emphasis is on progress, learning and development in order to create a high performance work force and to realize the complete company strategy.
Performance Management began around 60 years past as a supply of income reason and was used to establish a workers wage based on performance. Performance Management was used by organisations to drive behaviours in the workers to get specific outcomes. This worked well for particular workers who were solely driven by fiscal rewards. But where workers were driven by learning and development in their skills, it failed miserably. The gap between the development of skills and knowledge and reason of pay became an enormous problem in using Performance Management. This strategy of handling performance was created in the United Kingdom and the United States considerably earlier than it was designed in Australia.
In recent decades, however, the whole process of handling individuals is becoming more specialised and formalised. Lots of the old performance appraisal approaches have now been absorbed into the concept of Performance Management, which aims to be a complete and more wide-ranging procedure for direction.
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Standard Operating Procedures 