Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product of service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.
Performance management as referenced on this page in a broad term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology (i.e. science imbedded in applications methods) for managing both behavior and results, two critical elements of what is known as performance.
Managing employee or system performance and aligning their objectives facilitates the effective delivery of strategic and operational goals. There is a clear and immediate correlation between using performance management programs or software and improved business and organizational results.
For employee performance management, using integrated software, rather than a spreadsheet based recording system, may deliver a significant return on investment through a range of direct and indirect sales benefits, operational efficiency benefits and by unlocking the latent potential in every employee workday include.
Direct financial gain,
* Grow sales
* Reduce costs in the organization
* Stop project overruns
* Aligns the organization directly behind the CEO's goals
* Decreases the time it takes to create strategic or operational changes by communicating the changes through a new set of goals
* Optimizes incentive plans to specific goals for over achievement, not just business as usual
* Improves employee engagement because everyone understands how they are directly contributing to the organizations high level goals
* Create transparency in achievement of goals
* High confidence...