HR Definitions

Performance Management is the process of aligning the activities of people in the workplace with the achievement objectives of the organisation.

Performance Management should be a day-to-day activity in the business.

In many organisations, the daily dialogue between staff and Managers contributes significantly to, and is the most important component of, the Performance Management process.

Further improvement in the process can be achieved through the formalising of objective setting, and through better recording of objectives, timeframes, and actual achievement as a part of the fabric of the organisation.

HRworkbench delivers Performance Management Online, a fully automated, multi-lingual capable process, that builds consistent discipline into the Performance Management process of an organisation.

Performance Management Online places responsibility for performance with the individual staff member, and links development, goal setting, performance monitoring, and appraisal to the objectives of the Organisation.

This alignment is the most reliable way of delivering sustainable gains in productivity.

Performance Management is a flexible system that can be used for:

• Performance Management
• Mentoring
• Induction Processes
• Probation Processes
• Graduate Fast Track Monitoring
• Coaching

The system is multi-lingual capable and delivers over the internet using a secure connection so performance can be monitored, wherever you want, when you want, in the language you want.

Best Practice is to implement Performance Management Online which:

• Forces staff to take control of their own performance with Management oversight
• Agrees the performance objectives and development plan for the staff member in advance
• Monitors performance achievement progressively during the assessment term
• Focuses development on objectives to be achieved, thus equipping the staff member to do the job and maximising value in training investment
• Aligns activities during the year to organisational objectives and/or competencies and/or key result areas/deliverables
• Allows for an automated injection of 360 degree processes into the appraisal process at various intervals during the year
• Includes a performance journal, accumulated during the year, that can be referred to in the appraisal process
• Includes a development journal, accumulated during the year, that can be referred to in the appraisal process
• Provides oversight of the process online by the HR department

Balanced Scorecard
Performance Appraisal
Performance Profiling