How To Get All You Can Out

Of Your Employees Essay, Research Paper

Imagine you are the CEO over thousands of employees whom you depend on to make your business successful. Would you be satisfied if all of your employees did just a satisfactory job, just enough to get by. Probably not, you most likely would want the peak performance out of each employee, which would maximize the efficiency of the business. However getting people to do what you want them to do can be difficult. One way to improve the performance of your employees would be to implement a performance management program.

As the CEO you should first think of your current or past efforts to increase performance in your company. You should ask yourself a few questions. (1) Do you have a performance management system in place in your company already; and if so how effective has it been to date. (2) To what degree could employees improve their performances and maximize their productivity if they had the right training and performance interventions. (3) Are all employees motivated to perform at their peak at all times. If not, why or why not. (4) Do all the employees possess the proper and necessary skills to dazzle and delight customers at all times. (5) How much would productivity increase if employees were more motivated and experienced less job stress. And (6) how much would productivity and performance improve if you could identify the behaviors and mental strategies of your star performers and then transfer them to your other employees to make each of them star performers in their own right. Answering these questions first can give you an idea of whether you need a HRD program to enhance performance, and if so what the program should focus on.

A performance management program is a system that is created and implemented to ensure the employee performance required by the organization is identified, selected, developed and rewarded. It is a systematic approach to identifying the performance levels required of employees to help companies meet their organizational goals and objectives; then creating and implementing programs that close identified performance gaps and ensure measurable performance improvements and lasting behavioral changes so the business goals are achieved that help companies achieve their business goals. A performance management program is used for creating an implementing programs that close identified performance gaps and ensure measurable performance improvements that uses gap analysis, performance profiling, and behaviorally enhanced skills training to create measurable performance improvements, lasting behavioral changes, and help people and companies achieve their goals.

There is a distinct process in coming up with a performance management program that must be followed to ensure its effectiveness.

* Identify goals and objectives.

*Identify factors that affect performance, such as work environment, hours and compensation.

*Describe the current performance state in terms of behavioral preferences, motivational tendencies, mental strategies and technical skills that are required.

*Describe the current performance level in quantifiable terms.

*Describe the desired performance level in quantifiable terms.

*Describe the desired performance state in terms of behavioral preferences, motivational tendencies, mental strategies and technical skills that are required.

*Describe the performance gaps and the causes of those gaps.

*Describe the behaviors needed to close those gaps and achieve the desired performance state.

*Describe the evidence and results of a successful implementation.

*Create and implement a behaviorally enhanced skills training program that will help the person or people achieve the needed behavioral skills, motivational tendencies, mental strategies and technical skills to perform at the higher level.

Following this simple process will maximize productivity by turning ordinary performers into extra ordinary performers. Which in turn will cause increases in sales, customer retention rates, customer repurchase rates, employee motivation and morale, ability to perform under pressure, and greater organizational value to stakeholders.

The issue of a performance management program in organizations has been both a boost and a bust. While many senior managers extol its virtues and the potential benefits the organization will accrue from an effective performance management program, such as increased productivity and greater employee retention, many of the line managers never get to see it work. In fact, some managers and supervisors don’t even know their company has a performance management program in place. Others have never been trained on the concepts and procedures so they view the process as tedious and just another interruption in their already busy day. Still others believe that the dreaded performance appraisal process is their performance management program. These are just some of the reasons companies are not getting the results they desire from their performance management programs.

I believe there are other reasons for these failures and they have to do with the traditional focus of performance management programs. Current programs focus on human resources issues such as selection and recruitment, job descriptions, standards of performance, performance apprais

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