Monthly Performance Management System

Replies to This Discussion

Permalink Reply by sylvia hammond on April 3, 2009 at 8:36pm

Hi Griffith, I would suggest that you share this discussion with the HR & personnel practitioners group as well.

▶ Reply to This

Permalink Reply by Natasha van Rooyen on April 7, 2009 at 11:46am

Dear Griffith
The challenge is not at all the management or control but rather what it is you want to ACHIEVE by doing it? Arguably, the best 'system' of performance management should be one that allows for flexibility, progress and an opportunity to 'use' the qualitative and quantitative inputs and outputs as creatively as possible, but for BOTH the Manager AND the Managed.
Regards
Natasha

▶ Reply to This

Permalink Reply by Comfort Dewa on April 9, 2009 at 8:13pm

having worked in the OH & Safety evironment for the past 3 years (first as an Assessor, now operating a training company of my own), i have found it quiet challenging to ascertain how different individuals perform. however, it became easier once we sat down, agreed on goals, set strategic road maps of cascading each goal right down to the last but not least activity. it was no more difficult to discover any underperformances from anyone even the facilitators! check out how you can use concepts from the Balanced Scorecard management system by kaplan and norton. i have experience in it as well, i might help. focusing on history-what has already been done- has proved futile over the years!

sylvia hammond said:

Hi Griffith, I would suggest that you share this discussion with the HR & personnel practitioners group as well.

▶ Reply to This

Permalink Reply by Leon & Elsabe Diederichs on April 14, 2009 at 10:41am

Please look at the Compass Aligned Performance System website at http://www.caps5.com/teamsaf.htm that will answer a lot of questions.

▶ Reply to This

Permalink Reply by Griffith on May 20, 2009 at 8:10am

Comfort Dewa said:

having worked in the OH & Safety evironment for the past 3 years (first as an Assessor, now operating a training company of my own), i have found it quiet challenging to ascertain how different individuals perform. however, it became easier once we sat down, agreed on goals, set strategic road maps of cascading each goal right down to the last but not least activity. it was no more difficult to discover any underperformances from anyone even the facilitators! check out how you can use concepts from the Balanced Scorecard management system by kaplan and norton. i have experience in it as well, i might help. focusing on history-what has already been done- has proved futile over the years!

sylvia hammond said:

Hi Griffith, I would suggest that you share this discussion with the HR & personnel practitioners group as well.

▶ Reply to This

Permalink Reply by Oliver Dawson on May 20, 2009 at 9:30am

Hi Griffith

Just joined the site, look forward to many chats and debates in the future.

I think by far the most important thing about managing performance is to clearly define the deliverables and to make sure that your communication structure is in place. You need to make sure that your team buys into the deliverables; they also need to feel that the deliverables are achievable.
If you can’t assess their weekly or monthly performance then it means you need to spend some more time planning your objectives and deliverables.
Once someone hasn’t made target or has made an error, I would try and rectify through coaching as opposed to just adding the shortfall onto next week’s targets. It is important to make sure that the person learns from the mistake, or understands why they didn’t achieve target.
It’s a great tool and empowers the staff member.


Regards

Oli


Natasha van Rooyen said:

Dear Griffith
The challenge is not at all the management or control but rather what it is you want to ACHIEVE by doing it? Arguably, the best 'system' of performance management should be one that allows for flexibility, progress and an opportunity to 'use' the qualitative and quantitative inputs and outputs as creatively as possible, but for BOTH the Manager AND the Managed.
Regards
Natasha

▶ Reply to This

▶ Reply to This