Therefore, the evaluation is the final stage of the performance management system cycle . Therefore, it is important because it fulfils the function of establishing what will be the reward offered to the employee based on their results. It also marks when you should start a new cycle, contributing to the development of each team
What Is The Difference Between Evaluation And Performance Management Systems ?
The difference between evaluation and performance management systems is that evaluation is a tool with which past results are analysed, in a timely manner. Management, on the other hand, is an innovative and broad process that enhances and manages the Performance Management of employees, with evaluation as one of its phases.
The evaluation also has the characteristic of being a less inclusive process, as it is applied by the company’s human resources sector, together with the main managers of each area, constituting a top-down analysis of the employees.
Performance management system appraisal approaches also have the contrasting characteristic of having more stagnant processes in relation to performance management . Generally, it is done through questionnaires to be answered taking into account the behaviours and results of employees.
Performance Management System And Metrics, What Is The Relationship?
The relationship between metrics (KPIs) and performance management occurs with such metrics being part of a whole, which is management. They are useful for objectively and concretely measuring and compiling how employees are performing. Thus, metrics are the best way to know how to measure the productivity of your employees .
Therefore, They Are Divided Into Several Types, The Main Ones Are:
They serve for the manager to have a systemic or holistic view that helps in the understanding of failures that may have occurred in any part of the business processes.
They help to monitor, comply with and measure the results of the strategic plans drawn up by the company at the beginning of a period of time (annual, for example), providing an overview of the current context.
They provide a basis for analysing the company’s liquidity ratio, as well as increased costs, cash flow, growth percentage, providing data for a good monitoring of such characteristics.
They measure the relationship between the time spent in the company’s activities and the amount of what could be produced in that period.
However, just having control of the metrics does not generate results, if there is not a good methodology being applied when transforming this data into action. So see below:
Methodologies For Performance Management In Companies
Therefore, here, we will mention 3 methodologies that can be applied in the performance management process of your company, aiming at more control and sobriety for the practice.
Resource that aims to make a panoramic measurement of the levels of commitment and satisfaction of employees. Based on this measurement, it is possible to take action in the event of any problem or internal conflict that is delaying the performance of employees.
It comes down to four steps: Plan (plan), Do (do), Check (check) and Act (act). Therefore, such steps provide greater control of the processes being carried out, helping in their planning, control and improvement. Through this cycle it is possible to map problems, their possible causes and best solutions.
It is based on the diagnosis, through both internal and external mapping of the business situation, of Strengths, Weaknesses, Opportunities and Threats. Helping strategically plan next steps and goals.
However, all this information load is certainly too much for your manager to handle, compile and analyse at the same time. It is almost impossible without the help of management software . That’s why we will list below 5 tools to help you with gestational control, follow:
great Tools For Managing Your Company’s Performance
Because we believe that technology is here to facilitate the most complex procedures, bringing simplicity to the day-to-day of HR, leaving the concerns of managers in what really matters, we have QRPoint !
This tool has several features , with the main one being the remote point control, helping to save and simplifying all the bureaucratic parts, under the motto: MORE PEOPLE, fewer processes!
Google Apps For Work
The google work tools integrate the G Suite service and have a text editor, calendar, file storage, spreadsheet and email service. The great advantage of its features is the ease of access because every document is stored in the cloud.
The purpose of this tool is to create maps of success based on what shareholders expect from companies in their different areas. His intention is to separate the objectives into multiple levels, offering a panoramic view of the performance achieved.
The BSC is based on customer perspectives, finance, learning and knowledge, and finally internal processes. With this data, he can assess, measure and optimise corporate performance.
It presents the applicability of climate research, and performance evaluation. Therefore, this is a very complete tool, as it allows the projection of scenarios, optimization of results, generation of insight and definition of business objectives.
How To Perform Performance Management ?
To perform performance management , follow the following practical steps:
Start From Your Managers
Leaders are responsible for the examples that will be followed within the company! They will need to be fully committed and engaged for management to deliver results.
A study of Bersin by Deloitt found 85% of all HR managers surveyed placing leadership first on the podium of importance to the success of a business.
Both external and internal training are a good option here, even if you are on a development basis. This action must be taken based on the company’s goals and performance evaluations made. The goal here is to correct the flaws in the performance of both managers and employees.