Performance Management

Other definitions for “Performance management”

• Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

Analysis:

This is a close definition to “Performance Management”, however there are some flaws. The author didn’t specify who is supposed to create the working environment, is it the employee or the employer? Another thing, how can an employee perform to the best without setting standards? And we don’t use the word “need” to define the organization’s goal.

• Performance management links strategy with corporate objectives in ways that make the best use of a company's resources by coordinating the efforts of every member of the organization.

Analysis:

This is one of the definitions that is close to the true meaning of “Performance Management”, the author simply linked between the strategy (that is set by the employer) and objective (that is the employee’s job), and that will enable both to use the resources and aligning their efforts.

• It’s the integrated process by which an agency involves its employees in improving organizational effectiveness in the accomplishment of agency mission and strategic goals.

Analysis:

This is also another good definition for “performance management, where integration between the employee and the firm is needed in order to reach or achieve the goals; however it’s more appropriate to add the word efficiency to the word effectiveness.

• Using a set of tools and approaches to measure, improve, monitor and sustain the key indicators of a business.

Analysis:

This definition has a lot of flaws, first of all there is no indication for the communication between the employer and employee, and we can’t also use the word “tools” instead, the word “resources” will make more sense. Secondly, the word “approaches” can be replaced by “standards” since it’s more precise. Another flaw is shown in the word “key indicators” where as the word “goals” or “targets” can be more relevant.

• The Performance