Process performance management and the note rating job performance

Job performance is always one of the deciding factors to the success of a business. However, currently there are still many businesses have difficulty in shaping process performance management fit. So how to manage job performance, promote the simultaneous development of both individuals and business? This article Lac Viet Computing provides comprehensive perspective on the process of performance management and the factors to keep in mind to ensure performance reviews employees the most accurate.

1. Real state management performance in the business today

In the context of modern business, performance management has become a key factor in determining the success of your business. However, as practice shows, many businesses are still experiencing difficulties in implementing a system of performance management effectively.

In Vietnam, according to the data of general statistics in the year 2023, labor productivity is estimated 199,3 million/workers (equivalent to 8.380 USD), an increase of 274 USD compared to the year 2022, thanks to the proportion of trained workers have a level reached 27%. However, compared with other countries in the region, labor productivity of Vietnamese still within the low rating after Thailand and Singapore.

Labor productivity depends on many factors including objective and subjective. In it, elements of the ability to organize, manage, comes from a team of business leaders, namely management system performance major impact on the productivity of employees.

Another survey from the Society for Human Resource Management (SHRM) found that 42% of businesses have no process performance management clear, made for the monitoring, evaluation and staff development becomes difficult. This situation leads to performance is not optimized, directly affect trading results of the business.

This situation requires the business to have a system of performance management clearly and more effectively, helping to improve productivity, enhance the cohesion of the staff.

2. Properly understand management performance is what?

Performance management (Performance Management) is a continuous process, including planning, monitoring and evaluation of performance of employees to ensure they meet the objectives set out.

Manage performance effectively help enterprises to quickly achieve the goal

A system for managing performance effectively helps enterprises improve many important aspects

• Resource optimization: System performance management helps the business to allocate resources appropriately, avoid wasting time, ensuring every employee to develop his role well.
• Achieve your business goals: When each individual has clear goals and is watched closely, easy business to achieve the targets set.
• Increase productivity: System continuous assessment helps regulate and improve the work performance of employees, enhance the overall labor productivity of the organization.
• Building a culture of sustainable business: A system of performance management, transparency, fairness, and constantly encourage the development to create a work environment that is professional.
• Create conditions for the development of employee: Employees receive timely support to develop the necessary skills, motivation, helping them constantly develop themselves.

3. Process performance management work

To ensure the work performance of employees is monitored and adjusted to a reasonable business need to establish a process for managing performance clear.

This process consists of 5 main steps:

• Step 1: planning
• Step 2: Set goals
• Step 3: build the rating system
• Step 4: monitoring, evaluation and feedback
• Step 5: performance Management continuous

3.1 Step 1 – planning

Planning is the first step in managing the work performance of employees. At this stage, the business should clearly define the strategic objectives and overall content for each step taken.

3. 2 Step 2 – Set goals

After planning, the next step is to set specific goals for employees. This goal must be associated with the development strategy of the business, clearly reflecting expectations from management.

The goal should be clear, measurable, feasible, fit, and have time to finish (SMART). Accurate planning will help employees understand the expectations of the organization, orientation suitable job. The goal as clearly and employees as easy to focus and complete the work efficiently.

3.3 Step 3 – build the rating system

To manage performance effectively, enterprises need to build a rating system transparency. This system includes indicators for measuring performance indicators (KPIs), specific criteria for each job, along with support tools such as software management, reporting periodically.

3.4 Step 4 – monitoring, evaluation, feedback

Continuous monitoring work performance of staff through the index was set up in rating system, timely detect difficulties that employees encounter to guide or support when needed. Assessment is the process of synthesis and analysis of information to measure the performance of employees in comparison with set goals. Reviews need objective, based on the criteria clear and transparent to ensure fairness.

Feedback should take place regularly and constructive, focusing on encouraging the development of staff instead of just criticism. When feedback beyond just the need to improve business need to acknowledge the achievements and positive contributions to motivate employees.

3.5 Step 5 – performance Management continuous

Finally, performance management should not stop at rated according to the annual cycle, which should be done repeatedly. This factor ensures that the problems in the process of work is discovered and timely correction, to avoid errors or omissions lasts. Businesses need constant updates, only the number of reviews, organize meetings, periodic review and closely follow the progress of work of employees.

4. Note when building the program review job performance

Frequency rating

One of the common mistakes of many businesses is to only evaluate performance on the fixed time such as the end of the year or after every quarter. This can lead to employees not getting timely feedback to adjust the work. Performance reviews often, for example, monthly or even weekly will help businesses and monitored the progress and have the necessary adjustments.

Staff development to organizational development

A management system, good performance, in addition to aim to complete the work, but also help employees develop skills and personal abilities. Employee goals should be linked with strategic long-term development of the business. Set development goals help employees feel there is meaning in work, motivational help them long-term commitment to the organization.

Businesses need to actively organize training programs and coaching to help employees improve professional skills, thereby improving work performance overall.

Storage process, goals and feedback

Track the progress of each individual are important factors in performance management. Business need to store logs details about performance, set goals, and the response of management for employees. From that helps to manage easily track the progress of employees but also create the basis for a fair assessment.

Transparency in communication

Transparency in communication about performance is indispensable factor. Businesses need to ensure that employees clearly understand about the evaluation criteria, expectations of superiors and those goals should be achieved. Transparency this helps create trust, avoid misunderstandings, and to enhance the connection between employees and management.

Recognition 

The evaluation of performance should be accompanied with clear recognition. Businesses should motivate employees, encourage them to make more efforts in work. However, the rewards need to be commensurate with the achievement and have the consistency, avoid cause feelings of injustice in the organization.

Building a culture of high performance work

Enterprises need to build a work culture of high performance, in which all individuals are aware of the importance of continuous improvement and development. A work culture focused performance will help employees self-discipline, initiative to raise the quality of work, at the same time contributing to the sustainable development of the enterprise.

Empower and create habits for employees

Empower employees to help them have more space to express ability and initiative in work. This not only enhanced performance but also help build a culture of autonomy, where each individual responsible for his results.

Tool use and management platform consistent performance

Tool use and management platform modern performance will help the business process optimization, reviews, track and improve performance. Besides the public management performance reviews as KPI, 360 degree assessment,... in the context of digitization operation, many businesses apply technology platform to support process management work, employee performance in a visual way, in real-time. These platforms provide detailed data to support analysis and offer the right solutions to development staff.

Performance management not only is the method to evaluate the work but also the key to business sustainability. A process of performance management will help increase work productivity, promote the development of employees, motivational associated with the organization.

CONTACT INFORMATION:

• Lac Viet Informatics Joint Stock Company
• Hotline: 0901 555 063 | (+84.28) 3842 3333
• Email: info@lacviet.vn – Website: https://lacviet.vn
• Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, ho chi minh CITY. Ho Chi Minh