Ask instead, how your entire performance management system supports your desire to create a customer serving, motivated, accountable, reliable, creative, dedicated, and happy workforce. I don't think the annual performance review helps you achieve these goals. In an earlier article , I promised I would write about the components of a performance management system. As a Human Resources professional, one of your major goals is to develop the capacity of your organization and its members to perform. You lead company efforts to create a workplace in which people can develop their full potential.
Performance management is a whole work system that begins when a job is defined as needed.
It ends when an employee leaves your organization. I'd like to think of the term in this broader work system context. The goal of performance is to achieve the company mission and vision. Almost no one performs, for the organization, however, if his or her own mission and vision are not accomplished as well. The work, especially at the task level, is in the hands and the heads of the workers.