Engineering Management

Typical - Performance Management Techniques

The nature of performance measurement has changed over the past decades. Below some ideas around this topic, this is a typical outline / guideline which could be amended as per requirement ie project etc or in such a way to improve the performance to meet the project objective

1 Establishing Performance Goalsa Strategic Planning:

aligning employee goals to both company and the projectb Task and Job analysis:

Identify the tasks and task sequences needed to perform the job

standardize tasks by writing performance standards for each taskc Job Descriptions:

Define roles and responsibilities with each role within the projectd Competencies:

Describe the knowledge , skills , abilities and awareness needed to perform assigned roles and responsibilities

e Goal setting with employees:Describe actions with a measurable end result in written statements.Include employees setting performance goals to stimulate understanding , acceptance and involvement

2 Performance PlansThe performance plan describes the desired results , how the results tie back to the organizations result , weighting of results , how results will be measured and whatstandards are used to evaluate resultsDeveloping plan is most often the responsibility of the manager the plan should be developed as much as possible with employee participation

3 Observations and FeedbackOnce performance plans are implemented , employees start to perform the assign tasksThe manager observes performance , tracks progress , and notices both desired and undesired outcomes . The manager should then provide feedback that is designed to be either reinforcing or developmental. All communication in this regard should be documented

4 Evaluating PerformanceEmployee performance should be conducted on a regular basis in line with companypolicy. Traditionally , performance evaluations ( also known as performance

appraisals ) are completed quarterly , semi annually or annuallyPerformance appraisals rate the behavior and competencies demonstrated by employees while performing assigned tasks.

5 Rewarding PerformanceNormally when noticed during formal evaluation that an employee's performance has exceeded expectations , reward the employee to reinforce and celebrate high achievements

6 Recognizing Performance ProblemsIf performance problems , shortfalls , or deficiencies are noted during the performance evaluation , these then need to be documented along with strategies to improve The goal must be to develop employees to a point where they are performing in a desired an expected manner

7 Performance Development PlanThe performance plan is the document used to record performance deficiencies and offerdevelopment feedback

Putting it into PracticeWhat steps do you effectively implement at this stage ? , Why ? , How could you improve