Individual PM
Scope
Definition: At individual level, performance management is represented by an integrated and planned system for continuously improving the performance of all employees. It involves defining work goals and standards, reviewing performance against these standards, actively managing all levels of performance, and maximising learning and development.
Key drivers: human resources management
Key processes: performance planning, performance appraisals, reward and recognition
Tools
Some of the tools used by organisations to guide the achievement of individual goals and management of employee performance are:
- End-to-end Individual Performance Management Systems
- Competency Management Frameworks
- Individual Performance Plans / Individual Scorecards
- Individual Training / Development Plans
- Formal and Informal Performance Appraisals /360-degree reviews
- Rank ordering / Pay for performance frameworks
- Procedures for handling grievances with performance reviews
Services
Consulting services
- Audit and reviews of existing individual performance management system
- Support in the selection and implementation of Individual Performance Management Software
- Support during performance appraisals and 360-degrees reviews
Solutions
- Development and implementation of end-to-end performance management systems
- Development and implementation of individual performance management tools/frameworks
- Post implementation maintenance of performance management systems
Training
Delivery of performance management training in-house, via public courses and conference presentations on topics such as:
- Performance, Performance Management and Measurement
- Identifying and using Key Performance Indicators / Performance Measures
- Creating a high performance environment - enablers of a performance culture
- Individual performance management drivers
- Performance appraisals for supervisors
- Performance appraisals for employees
- Effective manager-employee interaction
Evolution
The traditional level at which performance management is used in organisations is the individual level, looking at the performance of individuals in an organisational context. Individual performance management is perhaps the level with the longest evolution in history, as it mirrors the level of organisational maturity.
As in early times organisations were loosely defined, the performance management focus was on the individuals performing tasks as part of a group.
In time, more complex approaches emerged, mainly driven by the military, public administration and industrial companies. They all needed a system of monitoring the performance of numerous individuals to ensure a streamlined progression in the organisational hierarchy.
The main drivers in the evolution of individual performance management were industrial psychologists, human resources managers, organisational development and organisational behaviour consultants.