How to review and upgrade a performance management?
Key Activities & Deliverables
​By Mansour Baker, SHRM-CP
Posted  08 March 2020
Introduction
​Review and upgrade the existing performance management approach to enhance target setting, performance evaluation, feedback, post evaluation action planning, and automation.
​Performance management is linked to training and compensation, and targets are set to ensure productivity and appropriate reward/recognition.
Near Term (1-6 months)
  • ​Review and upgrade the existing performance management approach to enhance target setting, performance evaluation, feedback, post evaluation action planning, and automation.
​Medium Term (6-12 months)
  • Pilot and implement performance management processes to support effective deployment of upgraded system.
  • Evaluate current HR system and add performance management module.
Exhibit 1
​​Near & Medium Term Activities
Objectives
  • To ensure that employee activities at all levels relate directly to the company’s mission and objectives.
  • To provide a systematic approach to manage performance, help employees understand the importance of their individual activities, and facilitate recognition and reward of high performance and evaluation of poor performance and its probable causes.
Key Activities
  • Conduct baseline of current system and performance culture and evaluate design options.
  • Convene working group of the company staff to assess desired performance management future state.
  • Review and agree on defined purpose of performance management system.
  • Define desired performance management content.
  • Define performance management process.
Key Deliverables
  1. Baseline assessment
  2. Performance Management purpose summary
  3. Performance management content definition
  4. Performance management process definition and system roll out
1. Baseline Assessment
  • Convene working group of company staff to assess desired performance management future state.
  • Assessment of current company performance management system and potential design approaches.
  • Assessment of company performance culture, including clarification of performance norms, philosophy, manager accountability, training, value system, performance constraints, and accountability.
2. Performance management purpose summary
  • Report summarizing the key purpose and intent of the company’s future performance management system.
3. Performance management content definition
  • Report summarizing desired performance management system foundation (competency-driven system and/or a goals-driven system, determination of rating scales, etc.), structure, and content (to be undertaken after commencement of workforce gaps and risk analysis activity in develop effective workforce planning initiative).
4. Performance management process definition and system roll out
  • Articulation of policies and processes for the annual performance management cycle.
  • Determination of rating method (e.g., single rater, multi rater) and delivery mechanism.
  • Pre-implementation strategy and change management communications.
  • Strategy roll-out strategy
  • Provision of training (assessment procedures for managers, accountability for professional development by employees, process management for human resources, leading-by-example for leadership).
  • Roll out of revised performance management system.
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