Performance Management

Overview

To know whether your people initiatives are working, you need the ability to quantify their effect on business outcomes. With too many solutions, understanding what drives business results is a slow, disconnected process.

Also you must support the excellence of your employees. The process of Performance Management allows managers to use tools and processes to enable employees to do their best work. This is accomplished through the communication of clear goals and objectives, making sure employees have the training, tools and resources necessary to do their jobs effectively, providing continuous coaching and feedback, summarizing progress and performance in an annual performance review, and supporting employees in their development.

performance management is not a single number or annual meeting. It is ongoing coaching conversations aligning goals and actively staying engaged. A performance management system that goes beyond reviews and alignment to actively galvanize employee engagement.
Our employee engagement empowered driven approach, enables managers to act as coaches, enabling frequent feedback and ongoing check-in. Employees will empower to actively seeking give feedback, manage and align their goals.

With ARWIN performance management Service you can identify everyone capabilities, aspirations and potential to align with organization astrology strategic goal.

The Process

At ARWIN, we know that you need to build performance processes that fit your business and your people– from ongoing check-ins, to goal setting, to development planning, to appraisals. With ARWIN, you can implement a variety of best practices that meet your business needs- and the needs of your managers and employees.

We offer a performance management process that includes a combination of:

Step 1: Setting Goals

Setting Goals

Often, the most difficult part of performance management cycle is developing clear and appropriate language to describe performance objectives and measures or indicators of success. Managers need to ensure that the performance objectives are a good representation of the full range of duties carried out by the employee, especially everyday tasks that take time, but are often not identified as significant accomplishments.

Step 2: Set Performance Standards

Set Performance Standards

While goals tell employees what they have to do, performance standards tell them how well they have to do it.

Step 3: Define Soft Skills

Define Soft Skills

Following some questions, based on the position

Step 4: Coaching

Coaching

Performance management includes coaching employees to address concerns and issues related to performance so that there is a positive contribution to the organization. Monitoring day-to-day performance does not mean watching over every aspect of how employees carry out assigned activities and tasks.
Managers should not micro-manage employees, but rather focus their attention on results achieved, as well as individual behaviors and team dynamics affecting the work environment.

Step 5: Provide Feedback

Provide Feedback

Feedback is specific information provided to the employee that communicates how the employee’s behavior is affecting the workplace. Feedback can be factual (based on observations of the employee’s behavior and its resulting consequences) or emotional (based on how other people react to the employee’s behavior). Ideally, both types of feedback should be shared with the employee in a feedback meeting.

Step 6: Reviewing

Reviewing

The performance assessment or appraisal meeting is an opportunity to review, summarize and highlight the employee’s performance over the course of the review period.
Self-assessment is a standard part of most performance appraisals. By using the performance plan as a guide, employees can evaluate their performance in preparation for the appraisal meeting. This process can help identify gaps between the employee’s self-perceptions and the manager’s views and facilitate an in-depth discussion of performance issues.
Managers should review their performance management notes and other documentation generated throughout the year in order to more effectively assess the employee’s performance.

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