“These days, great significance is being given to Performance Management, as companies incorporate them in their effective management strategies. However, a lot of people find this process a complicated one, mostly because of the many options that it offers – on the organization, a specific branch, a product or service, and employees, among others. In order to minimize this confusion, the items below will give you a general idea of what Performance Management is all about as well as the activities that are involved in this process.
Performance management is a process that provides both the manager and the employee (the person being supervised) the chance to determine the shared goals that relates to the overall goals of the company by looking into employee performance. Performance Management is carried out by those who oversee the performance of other people – work/team leaders, supervisors, managers, directors, or department chairs.
Today, organizations are enjoying the benefits that advancement of technology brings. This is especially true in academic institutions. Many students are using it for their studies and school administrators are also using it to be able to achieve their goal of providing quality service and good education to their student body. Those who use workforce performance management strategies will go beyond simple cost reduction to have a greater impact on the school’s overall performance. This is why schools conduct student surveys regularly for them to be aware of their students’ concerns regarding their school life and even their lives at home. Aside from that, these surveys will help administrators to know which areas are in need of improvement through the comments and feedbacks given to them by the students.
For companies, workforce management may incorporate forecasting of staff workload and management of accounts and time schedules. By doing applicant screening process, they will be able to know which applicant has the qualification to be on which position. In other words, you pre-screen the applicants, thus, only those who have the qualifications are left. This is one of the important factors that management is considering for them to reduce time and effort to be wasted during the working or training stage.
However, despite these strategies, how come there are still employees who don’t have the correct capabilities being put on a certain position? When this happens, the management should make their criteria more rigorous so that only those who are qualified are left. These applicants are just making a list of all the jobs they see on the internet, choose one and then try to apply without even bothering to read what the ad is all about. They are under the notion that applying for a job on the Internet is that simple.
Is applicant screening effective? Yes, it does. All applicants will take the examination phase and answer a few questions during the application process. The applicants will have to answer some questions related to the job they are applying for. That way, only suitable applicants will be entertained at the end of the questioning stage. The questions should be related to qualifications, experience of the applicant and what they can do for the company. These are just a few things to consider.
There are various uses of workforce performance management software, from increasing student retention percentages in schools to improving job screening processes for companies. Either way, the important thing is for people to have a more efficient way of managing their tasks because, at the end of the day, the one who manages well always achieves more.”
Source by Jason Maxwell