Performance management development is quite a mouthful to say regularly

I know a guy who's fond of saying long words and long winded phrases just for the fun of it, not caring if he's thought of as being pretentious, pompous or even whether anyone understands him or not! On the other hand there are people who like to keep to things short and sweet and prefer to use simpler words, avoiding terms such as performance management development and performance management training course to describe something quite ordinary!

Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management training can focus on the performance of an organization, a department, employe. Even the processes to build a product or service, as well as many other areas. PM is also known as a process by which organizations align their resources, systems and employes to strategic objectives and priorities.

This is used most often in the workplace, can apply wherever people interact —. Schools, churches, community meetings, sports teams, health setting, governmental agencies, social events and even political settings –. Anywhere in the world people interact with their environments to produce desired effects.

The fundamental goal of performance management is to promote and improve employe effectiveness. it's a continuous process where managers and employes work together to plan, monitor and review an employe’s work objectives or goals and his or her overall contribution to the organization.

An effective performance management system will:

Be job specific, covering a broad range of jobs in the organization
Align with your organization’s strategic direction and culture
Be practical and easy to understand and use
Provide an accurate picture of each employe’s performance
Include a collaborative process for setting goals and reviewing performance based on two-way communication between the employe and manager
Monitor and measure results and behaviours
Include both positive feedback for a job well done and constructive feedback when improvement is needed
Provide training and development opportunities for improving performance
Ensure that employe work plans support the strategic direction of the organization
Establish clear communication between managers and employes about what they're expected to accomplish
Provide constructive and continuous feedback on performance
Identify and recognize employe accomplishments
Identify areas of poor performance and establish plans for improving performance
Support staff in achieving their work and career goals by identifying training needs and development opportunities
Support administrative decision-making about promotions, terminations, compensation and rewards
Provide legal documentation to demonstrate due diligence for legal challenges

Whether you're introducing a new performance management system or if you're modifying an existing process, it's critical that you communicate the purpose and the steps in the performance management process to employes before it's implemented.

A performance management course can help a company to improve and expand in many ways and sending key personnel on performance management courses is a good way to keep in touch with new developments within your field. Performance management training may sound difficult or complicated but it's actually a very simple process.

Peak performance NLP specialises in the delivery of NLP business training, NLP Diploma , neuro linguistic programming training, Performance management development, workshops and seminars to suit your needs. For more information, please contact Julie at Peak Performance on (0113) 287 8447 or visit the

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