Employee Performance Management is a process for creating a common work force understanding by what will be attained at an organisation level. It is about aligning the organisational objectives with the employees’ agreed competence requirements, measures, skills, development plans and the delivery. The emphasis is on improvement, learning and development so as to achieve the overall business strategy and to create a high performance work force.
Performance Management began around 60 years ago as a source of income justification and was used to establish an employees wage depending on performance. Organisations used Performance Management to drive behaviors from the employees to get specific outcomes. This functioned nicely for certain employees who were solely driven by monetary benefits. But where employees were driven by learning and development of these skills, it failed. The difference between justification of pay and the development of skills and knowledge became a huge issue in using Performance Management. This strategy of handling performance originated in the usa and the United Kingdom considerably earlier than it was created in Australia.
In recent decades, yet, the process of handling individuals is becoming more formalised and specialised. A lot of the old performance appraisal methods are absorbed into the notion which aims to be an all-inclusive and more extensive process of direction. Some of the developments that have shaped Performance Management in recent years are the differentiation of employees or talent management, management by objectives and continuous monitoring and review.