How to Set SMART Goals to Improve Performance Management

Goals Definition: Goals are short-term objectives which are set at the start of a project to help analyse where the project needs to go and in what kind of time frame. SMART Goals Definition: SMART Goals are a way of making goals which cater to the project and make more sense when looked at in the future; S – Specific – The area for the goal to be set, must be specific so that a goal can be clearly defined and then completed. M – Measurable – A way to measure the progress of the goal, to know when the goal has been accomplished. A – Attainable – The goal has to be realistic, there is no point if it can’t be completed. R – Relevant – The goal must be aligned with the rest of the goals within a project and with the organisation as a whole, is it worthwhile? T – Time-Related – When should the goal be reached? Performance Management Definition: Performance Management helps to contribute to the effectiveness of the management of individuals and teams in an organisation, as to to help with the performance of the organisation. To achieve this it needs to be made that everyone shares the same understanding of objectives and targets. Key Learning Points What is the Definition of a Goal? How would you Define a SMART Goal? Write your own SMART...

Performance Management

Performance Management Definition: Helps to contribute to the effectiveness of the management of individuals and teams in an organisation, as to to help with the performance of the organisation. To achieve this it needs to be made that everyone shares the same understanding of objectives and targets. The ‘Big Idea’ (Purcell, 2003) From some research which was carried out at the University of Bath, Purcell et al found that organisations who shared a common goal, as in all of the individuals shared the same beliefs, then the company would do better. This was known as the ‘Big Idea’. This could be anything, from believing that customers were the most important aspect, to believing that quality was the key, for example Toyota set out with the intention of providing cars which were not only high quality, but were good value for money, and over the course of their life, they have generally kept to that ‘Big Idea’. This section of Performance Management can be linked quite nicely into Diversity, as that section of an organisation also looks into the affect people have on the effectiveness of a business. You can have a very diverse workforce, but this may mean that people do not think alike and therefore common goals, and the ‘Big Idea’ are not built upon. AMO (Purcell, 2007) AMO A – Ability M – Motivation O – Opportunity This theory described by Purcell shows us that people have the ability to learn and will want to work in organisation where their abilities are seen, built upon and used in a way which benefits both them and the organisation....

Performance Management Using Technology

Performance Management Definition: To keep an organisation working as effectively and as efficiently as possible, performance management is used. It is a process where expectation and objectives are set by both the employee and employer, and every certain amount of time, these are looked at and analysed to see where improvements could be made. Technology Definition: The application of scientific methods to make practical methods to do tasks. As with most things in modern times, technology is being more useful in the area of Performance Management as it allows people to complete online forms, questionnaires and such to allow managers to get a quick idea of how people are performing, whether targets are being met and where improvements can be made. Technology allows this to all be done much quicker, as employees can quickly go on organisations Intranet, fill in a form and then get on with their work. This is instead of having to fill in a pen and paper questionnaire/form which are often neglected and take more time. This means that performance management can be carried out more regularly, providing more information for managers. Images from Flickr...

Conducting the Appraisal Interview

Appraisal Definition: An appraisal is the act of assessing an employee or a member of a team. These are normally taken place within an interview and are a terms of analysing the performance of that employee. From the analysis employees are normally given advice on how to improve, which they can use to make aims and objectives to build upon until the next appraisal interview occurs. Step 1: Prepare Preparing for the interview is very important, having a prepared interviewer will make the interviewee more confident that the review of their performance is being done properly and this in turn will make them more likely to listen to advice given. To prepare for an appraisal the interviewer needs to make sure there are no distractions, by removing the phone etc., make sure the room is set up so that the person being reviewed is comfortable, both mentally and physically. As well as this its important that the last appraisal done with this person is looked at, so that objectives which should have been achieved can be checked and its then possible to easily build upon what has already been covered over the years with this employee. It also means that the person being reviewed will be more confident that the reviewer is trying to do everything properly. Information should also be gathered from any of managers supervising this person. The most important aspect of being prepared is that both sides of the appraisal know what the point of the meeting is, what will be happening and why it will benefit them and the organisation. A good way to get to...

How to Approach an Appraisal

There are 6 main steps to approaching an appraisal situation, these are outlined below in bold, the extra text are some notes to help understand what to do and what not to do. Starting the Appraisal Good News First Vs. Bad News First Handling the Bad News – Criticising Make sure to note what they did well, adding confidence, but including the criticism Set objectives and ways the person can improve, so that they have something good to take from it Make the person think about themselves and work out the problem. If they understand what is wrong with themselves, they will be able to change it easier. Getting Information – Asking the Right Questions Don’t go back over points, as the employee will think the review is going in circles. Ask questions until the correct answer is given. Don’t use questions that lead to an answer Ask open questions Don’t show emotions Probe and check the employee to make sure the correct information is being given Listening to the Answer Summarising Let the employee do the summary, to make sure that they have taken in the review and they feel OK with what has been said. More on This Subject To delve in deeper to this topic we recommend the following articles from MyHRMBook.com; How to Conduct an Appraisal Interview How to Plan an Approach to an Appraisal Interview How to Set SMART Goals to Improve Performance Management We also suggest you read these articles from around the web; Six steps for performance appraisal success Performance Management Process Checklist Key Learning Points To keep it in you head whilst...