- Posted by Vidcruiter
- On October 22, 2012
- 0 Comments
- applicant recruiting system, interview system, screening automated, talent management system
Fostering Organizational Growth Through Performance Management
Performance management systems are becoming a necessity in today’s fast and mobile organizations. Management systems have always been the key in making sure that people in organizations are guided accordingly to perform their jobs well. Today this has special emphasis on the context of rallying up profits. Profitability is the only way to keep a business floating. That is why it is sometimes disconcerting to think that organizations seem to rally last their people towards increasing profitability. Working can be all but profits. The daily routine can be so automatic and stale that the significant focus for the day is timing in and out. The questions are: what was done for the day that directly contributed to the bottom line of the organization? What can be done better to increase profits? What are the baseline figures of targets and its completion breakdown from each position in the organization?
Aligning goals top to bottom
Performance management systems align organizations and its people in a way that efforts and results can easily be assessed towards its goals. What does it align exactly? It aligns the core of the business (vision, mission, values), its strategies, goals, and last but not the least, job descriptions. What does job descriptions got to do with goal alignment? The very people that make it happen are dependent on the soundness of their job design. Often times this is the profitability bottleneck. The organization is all set except its people and that can be very tragic as far as survival and growth is concerned. Efficient hiring is also impossible with inaccurate and “bad” job descriptions.
When job descriptions are aligned performance management systems can easily be executed. What does this mean? It means people can have a very clear look of what is expected from them not only functionally but also in the context of profits. People who understand their jobs and how their jobs integrate into the big organizational picture can easily contribute better. They can work faster, more motivated, they are easier to coordinate with, and have a bigger heart for the profit targets of the company.
Performance management gets rid of the guesswork in human capital management. It puts figures in people’s efforts and put everything in an objective light. Managers can easily assess expectations and delivery based on actual performance numbers. People who perform clerical jobs can even be assessed through solid performance figures. This easily redefines jobs and the people that hold them making it easier for people to understand what they can do to keep sales up, to share in the burden of getting profits up, every day.
Accountability and sound assessment
When deliverables are laid out clearly and there are reliable metrics to gauge actual performance, people will have a higher sense of accountability. They will own results, keep up with expectations, and give their best in a daily basis. There is simply no room to hide – that is a good thing in two ways. First, it pushes them to action knowing they can lose their jobs (with an airtight case at that) and secondly they know that their good performance will not go unnoticed.
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