by Performance planning is the first step of performance management. Performance planning is the process of determining what and how a job is to be done in such a manner that both the employee and his superior understand what is expected from the employee and how success is defined and measured.
Performance planning for an employee flows from organizational or unit objectives and is undertaken jointly by the employee and his superior.
Need for Performance Planning
Performance planning is the first step of performance management. Performance planning is the process of determining what and how a job is to be done in such a manner that both the employee and his superior understand what is expected from the employee and how success is defined and measured. Performance planning for an employee flows from organizational or unit objectives and is undertaken jointly by the employee and his superior.
Performance planning is a simple way of ensuring that the employee gives quality inputs that will ensure the output expected from him. Planning gives a sense of direction and ensures good economics for the company. In addition, it ramps up the contribution of the individual and enhances his self-worth.
Objectives
For success of any performance management system, the development of an employee performance management plan is of paramount importance. The plan establishes the development researcher’s essential job tasks, responsibilities, and critical performance objectives that need to be achieved or performed during the performance period.
- It is mutually developed during the planning conference and reflects the individual aspects and nature of the employee’s job.
- It solves major problems in the organization by providing ongoing on-the-job feedback
- After planning, the next task is to communicate those goals and objectives to the organization’s constituents.
- We have to ensure the most effective use of the organization’s resources by focusing the resources on the key priorities.
- Then to provide a base from which progress can be measured and establish a mechanism for informed change when needed.
- Performance planning clearly defines the purpose of the organization. The purpose is to establish realistic goals and objectives consistent with that mission in a defined time frame within the organization’s capacity for implementation.
- To listen to everyone’s opinions in order to build consensus about where the organization is going and where to want to reach.
- It is used to clearly identify the performance metrics used to measure employee’s success in meeting predetermined targets.
- It produces great satisfaction and meaning among planners, especially around a common vision which increases productivity from increased efficiency and effectiveness.
- It provides a clearer focus for the organization, thereby producing more efficiency and effectiveness.
Barriers
Individual Barriers: The lack of commitment in the organization’s employees or management is another important barrier to performance planning. Sometimes managers or employees or both show less commitment towards the achievement of organizational goals and the reasons could be personal, organizational, competitive or any other HR factor.
Organizational Barriers: Most of the traditional organizations are not in favour of performance planning. According to this concept, the organizations spending time on performance planning is just the wastage of time. These organizations believe that they have a strong implementation strategy and due to this only, it becomes the barrier.
