Performance management

Key points:

  • Learning how to complete each step of the performance appraisal.
  • Get familiar with challenges that might come up in performance measurement.

Key contents:

Performance appraisal refers to the identification, measurement and management of the human performance within an organisation. It is a future-oriented activity that gives feedback to the employees and provides them with a higher set of skills and performance. It can be used administratively or developmentally.

The first step, identification, is carried out by a mechanism called job analysis that allows the organisation to identify the dimensions of performance.

The second step, measurement, follows two ways:

  • 1 – When the type of judgement called for is relative or absolute.
  • 2- When the measure focuses on traits, behaviour or outcomes.

There are some challenges involved in measurement, like rater errors and bias, influence of liking, politics, legal issues, etc.

The last step, management, consists of exploring the causes of performance issues, developing plans of action, encouraging the workers to find solutions and use performance-focused communication.

A Key Performance Indicator (KPI) is a quantifiable metric that shows how well an organisation is achieving it’s goals and objectives. They link the vision of the organisation with the individual action.

In the case of Jerry Bumgarner, he at first had a very bad experience when he received his performance appraisal. Even though he thought he was doing everything right and meeting all the expectations from his employers, he got really negative feedback that deeply discouraged him. But in the end, his supervisor and him used this experience in order to work things out and Bumgarner ended up learning a lot from the appraisal and working even better than before, ending up with a promotion.

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