Module 3 - LO3 Performance Management.pptx

Performance Management

1. 3.0 – Apply Performance Management at Work Module 3 - CCP for SME Executives: Onboarding 1 Version August 2023 Performance management tools help people to perform to the best of their abilities and produce the highest-quality work most efficiently and effectively. View individuals in the context of the broader workplace system.   Focuses on accountability and transparency and fosters a clear understanding of expectations.

2. 3.0 – Apply Performance Management at Work Module 3 - CCP for SME Executives: Onboarding 2 Version August 2023 expectations, goals, and career progress, including how an individual's work aligns with the company's overall vision. A formal performance-management program helps managers and employees see eye-to-eye about adjust workflow, recommend new courses of action, and make other decisions that will help employees achieve their objectives. Managers can use performance management tools to

3. 3.0 – Apply Performance Management at Work Module 3 - CCP for SME Executives: Onboarding 3 Version August 2023 Performance Agreement performance expectations and obligations within a company, as well as the consequences of not meeting them.   The performance agreement is a legal document that sets Outline business needs Be achievable and relevant Hold employees and employers to account Be fair to all participants Major companies often use performance agreements to motivate employees but also to prevent newly hired workers from developing bad habits. Once the employer sets job expectations, the employee has the right to object before promising to fulfill them. An effective performance agreement should

4. 3.0 – Apply Performance Management at Work Module 3 - CCP for SME Executives: Onboarding 4 Version August 2023 Performance Agreement To ensure the best possible outcome of creating a performance agreement, the employers should do the following: Be clear about their expectations  Note the employee’s expectations Track the progress of the employee  Determine a follow-up date to check the progress Establish outcome results and consequences