Importance of Performance Management for Organisation
Lately, I am spending much time researching and thinking on the topic of Performance Management.
So what exactly is Performance Management and why I see it as something very important?
Performance Management adopts a Data harvesting approach for organisation tasks, and it helps organisation to better understand the performance of their staff and projects so that improvement can be made in future.
It can also allow staff to know their Skills proficiency so that staff will develop an independent self-learning attitude and direction in their lifelong skills development. Thus, it will automatically increases the productivity of the organisation.
A Performance appraisal can be generated which provides evidences on staff performance. Although it has elements of the 360 Feedback approach, the consideration of the tasks carried out is emphasize, using a Management by Objective strategy, thus do away with the potential of “parasite” building in organisation.
“Parasites” in organisation is common especially when 360 Feedback — Peer appraisal is used carelessly. Unproductive staff will collude to provide negative appraisal for hardworking staff to purge them out, so that the unproductive staff will not feel “stress” to perform.
With the ease of use of technology and the awareness on the importance of data, it is wise that organisations adopt a Performance Management strategy to collect essential data of all tasks their employees need to perform, and have their data effectively analyse to provide relevant reports on various Performance metrics, and the development strategy to adopt to improve on staff and productivity.
How to get started with Performance Management?
Develop a system where the data of tasks to be carried out need to be entered, so that it acts as a Project management or Case management portal to ensure deadline can be met and also cases are monitored and management.
For example: In Healthcare
Hospitals can have a Patient’s Case Reporting profile setup in which all their blood tests, BP measurement, tests, etc. are entered with date and time recorded. These data will provide doctors with much better to analyse on the case, and also the application of Data analytics and Data Science can be used to better understand on specific illnesses characteristics with regards to gender, age, and other pre-existing conditions.
In short, it is like a Progress Report for organisation to better understand their staff, just like how schools are doing to better understand their students performance. School uses assessment results and conduct appraisal from the teachers as performance metrics to grade the students. Likewise, organisation can create a system where every tasks need to perform are recorded as an integrative part of the organisation. It is not meant to create more administration, but simply to allow tasks status to be recorded, monitored and analysed.
Once Performance Management is put in place, each staff will be able to know how they fair in their work, and that data can provide clarity on the courses or topics they need to take on. It is what I would call as “Precision Equipping”; learning targeted skill to improve on existing competency level.
Some organisations that are using “Fire-fighting” approach to run their organisation will have the problem on how to get started with adopting Performance Management. Actually, it is not that difficult because organisation can simply introduce ISO implementation as part of the tasks for their staff to work on to effectively systematise their organisation, and developing the skills-sets of their staff to keep their staff in diligent mode while responding to any of the “fire-fighting” tasks need to be carried out. In this way, the organisation will progressively improve on their effectiveness.
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