The Basics of Performance Management

An individual who is given the supervisory task shall perform a unique set of duties and responsibilities. His/her ability to carry out performance management doe not only affect him/her as an individual, but it also affects those people under his/her supervisory area. The thing is, what might be lacking nowadays is the proper training in performance management. Only through this that an individual will be able to generally figure out the strengths and weaknesses of those under his/her care. Through this, the supervisor will be able to provide a scaffolding help to improve the quality of the work. Based on the Handbook for Measuring Employee Performance, it is consist of a total of five stages, and I am here to share them with you.

Stage 1: Planning

Under this phase, what is expected to be able to come up to is a detailed plan of the entire performance management along with the expected output or outcome. This step has to happen ins consensus, and not by the supervisor alone since the other people will be the one to work to achieve the goals. The first thing that they will is that they will identify their desired goals plus the ways to make it. In this process, constant consultation is highly encouraged. This is also an opportunity for the supervisor to explain the rationale behind the plans and where they are supposed to be at the end of the program.

Stage 2: Monitoring

The phase of monitoring does not happen every month, quarterly, or in a set schedule since it has to be a constant activity. Why? As a supervisor, you can immediately intervene and extend a helping hand if you see that something is not going on at the moment. In this case, you can help in fixing the situation without incurring a lot of damages. Another thing that a supervisor could do here aside from helping is that he/she may also provide an appraisal or positive feedback to the employees who are doing great in their job. As we all know, a dose of appreciation fuels one ability to work.

Stage 3: Developing

There may be times when a supervisor could notice that something is lacking or missing with how the employees work. In this case, he/she may provide suggestions for development or enrichment purposes. Examples of these would be the attendance of the employees on different seminars, conferences, training, and even continuing education. Remember that the development stage is a form of investment. Yes, the company may shell out an amount to finance the development of the employees, but this will be paid off once they are once more equipped with new and updated knowledge and skills. They will become more effective and efficient in working.

Stage 4: Rating

This is the final rating to be given to the employees by the supervisor as to their work performance. Know that this should be something gradual, and the employee should be aware or somehow have the idea that this is what is supposed to happen since he/she had received feedback from you from the recent months or even weeks. It means that before giving the rating, you have exhausted all the means to be of help to the employee by providing tips, suggestions, and even formal training.

Stage 5: Rewarding

Yes, there will be a need to reward those employees who had reached the qualification. Make sure that before this phase, the employees are all aware of the reward system and what it takes to be part of the awardee of rewards. This will further encourage them to work better since they know that their hard works would be acknowledged at the end of the program.

Being a supervisor is not an easy task. He/she must be knowledgeable enough in all aspect since what he/she will be handling are people, and this may come in different dynamics. At the end of the program, the supervisor should be able to reflect on two things. First, he must identify if the application of the program was useful or not, and the second is to figure out if there was an increase in performance in the latter part of the program. By getting the answers from these, a supervisor can immediately plan on what to do for the following program so that it shall become much effective and efficient than the previous one.

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42 Comments

  1. Joji Ivan O. Juesna

    Performance Management is crucial to achieve/implement the goals of an organization. I noticed that the five stages of performance management kind of resembles an implementation of a construction project. Starts with planning – technical drawings (plans and design), technical specifications (materials to be used and how to use it). Monitoring and developing, as the construction progress the structure takes shape, actual site conditions vary from the plan so adjustments are made. then project completion comes as a reward, your design realized, and you are paid for. Sad to say, the current organization I’m connected with has a deficient performance management in placed. With this learning i hope i can foster better performance management with in the area of my scope in the organization im currently in.

  2. CHERYL ROSE TREYES

    Performance management is an on-going process of communication between a supervisor and an employee. Since its primary function is accomplish strategic objectives of the company or of an organization. The process of planning, monitoring, developing, rating, and rewarding should be taken into consideration. More so that we’re dealing with human being and not with any material. Each component will guide you on how to deal with an employee until such time that they will be ready to be deployed. It assures more effective, efficient, well-inspired, motivated, and goal oriented employees. Being a supervisor ins not as easy task. One needs to be knowledgeable, compassionate, open-minded, and fair.

  3. Joel Nedamo

    In most government institutions, it is advantageous at your end as an employee if you know someone on the higher position. It will keep you on your job even if you did not perform well. This is also the reality in some private institutions as well. However, if you are the management and you want a fair and honesty work, you need to set aside your subject opinion for the sake of the company.
    As manager, you need to inform your employee that they are going to be evaluated at the end of year or as plan by the company. The rubrics and criteria of the evaluation must be introduced also to the employee so that he/she may be aware of the things to perform properly. From time to time, employee must be monitored if he/she is really doing the things that are expected from him/her. At the end of the evaluation period, the employee should know the result of the evaluation. State the good traits of the employee and the things that he/she needs improvement. And lastly, rate the employee.
    Sometimes it is uncomfortable if someone is watching you while working but it is the only way for you to be evaluated. And if the company has a define way of evaluation, subjective opinion will be avoided.

  4. Jomar Funoan

    REACTION/INSIGHT

    SUMMARY: THE BASICS OF PERFORMANCE MANAGEMENT

    “Who is given a supervisory task shall perform a unique set of duties and responsibilities.” Jojo Vito Ph.D. The ability of the performance management will affect those people under his supervisory area. The supervisor must have a platform it helps to improve the quality of their works. There are five stages based on the handbook for measuring employee performance.
    Planning
    Monitoring
    Developing
    Rating
    Rewarding
    Performance management is the process of ensuring a set of activities and outputs. To meets an organization’s goals effectively and efficiently.

    Reaction
    The main goal of performance management is to ensure that the organization as a system and its subsystems work together to accomplish results and outcomes. The important in performance management is feedbacking to spot and address problems quickly to keep everyone motivated and on track.

  5. Mary Rose S. Tubid

    The article The Basics of Performance Management (pinoybizniz.com) by Dr. Mariaito “Jojo” Vito discussed the five steps in measuring the employee’s performance. It started with planning, followed by monitoring, developing, rating, and rewarding.
    Performance management is a process wherein the higher-ups down to employees are working together. They have to collaborate significant ideas to attain the company’s goal. As the author said, it begins with planning or the creation of objectives or goals. After that, they have to formulate strategies to support and measure the team or individual performances. Then, the implementation. This time they should have intensive monitoring to track the performance and determine the needs and potential workers. Determine those people that need to improve and potential assets of the company. It can also be their basis for motivating and rewarding their employees.

    The various company has different cultures and practices, yet united with the same goal. It is to engage their employees and making everyone happy as well as their families. Also, make them well-motivated in reaching the company’s goals.

    Therefore, the supervisory task is not simple. Before supervising, they have to be knowledgeable enough from the first up to the last process. They also have to be flexible and possess the qualities of a leader. It will help them decide and act as an effective supervisor with effective strategies to address every challenge they face.

  6. Edmar M. Genovia

    Businesses require effective performance management, it assists them in aligning their workers, resources, and processes in order to achieve their strategic goals. When it comes to performance management, organizations that get it right become formidable competitive forces. A good performance management system includes a variety of tracking tools that allow managers to keep track of their team’s performance in real time. Human and technical tracking systems are both possible. To sum it all, Performance management boosts a company’s profitability while keeping everyone happy by promoting employee engagement and increasing corporate productivity.

  7. Mark Winston Gabutero

    Performance management is an organizational tool in creating an environment where the employees can execute the best of their skills and abilities. The goal is to set-up a climate where everyone in the company produce the highest possible quality of work. Performance management can also be used to align the goals of the institution with everyone. This can also be utilized to keep track of the performance of the employees. I believe that the main purpose of the performance management is to direct and align the efforts of everyone to the vision and mission of the company.

  8. Ramie June P. Arnado

    According to Teala Wilson, “To be effective and yield results for your business, performance management must be a year-round process with no end.” Performance management is essential in the business organization, and it focuses on improving the skills of the employee to make the job performances better in the workplace. The best way to manage job performance is to set goals and objectives in the company. Performance management is a part of communication between the upper management and its employees that exist throughout the year and a continuous process. As a management, it is a challenge for us to cater and measure employee performance in the workplace. Based on the article, there are five stages in measuring employee performance: planning, monitoring, developing, rating, and rewarding. I entirely believe that these five stages are practical strategies to maintain and enhance the company’s workplace. At the same time, it can be led produce more productivity in the organization in terms of profit and a successful workplace.

  9. Nino Ramon Christopher Cordova

    Based on the article of Doc. Vito on the “Basics of Performance Management” it gives us the ideas on the importance of team work in an organization. To have a successful project or task, it is not only the job of the supervisor to input the ideas and improvements. It matter also the ideas and input knowledge of the team. The supervisor is there to lead the team but all the members must do their part. The decision must came from the leader, but the ideas and actions must be gathered also from the members. The supervisor as the overall in change must equip with the knowledge and skills to properly lead the team.

    The supervisor must also give commend or recognition to his team so that his member will feel also being appreciated by their leader. This is way, there will be an open relationship between the leader and the members and this will have a positive impact in an organization. They will be a good working condition and environment and a positive culture among them.

  10. Francis Ian Pandanduyan

    Performance management is not an easy task for the superiors, looking back from my experience in a supervisory level you have to constantly check the performance of the employees under your supervision and also the output of your work as a whole team/department. Interaction with your employees individually is also a great way on determining the weakness of each, characteristics of the employee towards work is vital to the performance of the company. regular meetings and intervention can boost employees confidence, you have to be adaptable to your work and responsibilities as a supervisor resulting to a constant improvement in your company.

  11. Romeo Laud, Jr.

    Performance Management (PM) is very critical in attaining the company’s mission and vision. It is a process of communication between the immediate head and subordinate. PM plays an indispensable role in a company. The management must ensure that its employees are properly guided towards attaining the goals and objectives of the company. Performance Management is helpful to boost employee engagement and productivity. Engrossed employees stay longer, build better results and actively associate themselves in the workplace. The key to boosting productivity and maximizing return of investment is to improve the levels of employee engagement. Also, performance management helps and encourages the employees to achieve the objectives of the company. Most of the employees give rewards or performance incentives to those employees who excel at their given tasks. Lastly, performance management must be seriously taken by the managers/supervisors which are the key in the success of its implementation since an effective performance executed by employees would mean company’s growth.

  12. Myrly V. Cabrera

    Performance management is crucial yet vital in any organization. It leads to a productive, motivated, and helps to retain the employees. It also paves its way to the loyalty, dedication, and harmonious relationships among employees. What made some companies fell into bankruptcy is the so-called mismanagement. What made the employees resigned? It is because their rights and privileges are deprived. Others committed crimes because of resentment and hatred against the management. These can be prevented if they are in the right hands of the right management.
    Since performance management is a broad process in ensuring that the goals set are achieved, quality time, effort, and expertise matter. It is tiresome yet fulfilling if properly applied. In this manner, everyone plays a vital role from the manager to the supervisor, up to the blue-collar worker. HR should possess the quality of a better, if not best manager to lessen the burden of everyone, ensuring the smooth flow of the organization. Providing the employees’ recognition such as rewards, incentives, bonuses, or even a simple letter or tap on the shoulder for a job well done will boost their confidence in themselves and the company. Committing to give what the employees deserve in terms of benefits and privileges will help them to stay for a long time. A fair agreement should be observed, for this is also a sign of professionalism and humanely.
    To conclude, an organization or company needs people in managing their business. People, on the other hand, need an organization or a company to live and to feed their families. Therefore, everybody should work hand in hand to achieve their targeted goals in life both personally and professionally. The management should provide what their employees need and deserve, and the employees should abide by the company’s rules, regulations, and policies to avoid misunderstanding and future problems.

  13. Jermond O. Juesna

    Is this article it has provided what are the general steps in performance management. This article provided insights on what to do &what are the necessary things to lookout for when conducting performance evaluation from planning upto the end of the program, providing reward & feedback to the candidates.

    This in an essential tool in personnel management as this discuss about how should everyone around the organization be involved in the development q each other.

    Not only that promotion be encourage to deserving employees but providing then with opportunity to improve and further develop skills and abilities. Giving them this kind of opportunities will uplift their work performance as well as the performance of the organization as a whole.

    Rewards at the end of a performance evaluation can also be a tool of personnel management to ecourage employees to step up and aim for higher position as some potentials cannot he always be discovered though papers or other technical assesment tool. It might be that some employees needs a little more incentive to encourage then to take risk.

  14. Every organization has it’s own measure of performance management. But overall, this is designed to improve the individual performance standard of every employee and the effect in the company as established performance standards. This could help the management in determining who is fit in the organization. This is of course is a continuous process and never ending. Once the performance has been rated and the managers was able to do coaching session, the result could be used to calibrate the company’s status, used in planning future goals and could also be a tool for compensation appraisals.

  15. Gerard Nick A. Tribaco

    Performance management is a tool that helps managers monitor and evaluate the employee’s work. It is made to create an environment where people can perform to the best of their abilities to produce the highest quality of work in the most efficient and effective way.

    In this blog, it is said that “being a supervisor is not an easy task” which I rally agree. Your work as a supervisor really depends on the output of the people who works under your management & care. If your people fail to do their job, you fail also as a supervisor.

    Steps are given to you in this blog, steps that can help the supervisor manage his employees properly. Even though not all organizations are the same, these steps can guide you all throughout on how to manage the performance of the people under your care, and good management results to better performance which also results to good output of your company. Employees need to be guided properly and that is the job of the supervisor in ensuring the employees under his care is on the right track of their performance.

    If your employee is on the right track, it means success not just for the employees, but also to the supervisor and the organizations as well.

  16. JOHNEDEL BHON NAPILAY

    JOHNEDEL BHON C. NAPILAY
    The Basics of Performance Management
    Given a supervisory task is an honor but a big responsibility, as you are not only thinking of your own progress and achievement but also to those people beyond your success and failure. In this topic I will share my personal experience as one of the trusted project supervisor in my previous company.

    PLANNING- Before we entered a certain job or site project to be specific, I as a project supervisor I do the planning stage by having meeting or what we called toolbox meeting, we first talked about the process or the sequence of the task today, check all the tools and equipment, safety measures, and of course my manpower. Proper planning is implemented because it provides direction and reduce uncertain changes or duplication of work.

    MONITORING- In monitoring stage as supervisor I did it daily to ensure the progress so that we can attain the specific time span allotted to us by our operation manager, also I monitored the accuracy, quality, completion, and other terms to be monitored in able for us to give our management and client their satisfaction.

    DEVELOPING- In a certain team there in possibility that some workers under our supervision in excelling and showing their mastery about a certain job, so as a supervisor I try to push them for the higher position that can also help them to have higher salary.
    Example: I have a worker before who work as a labor/helper but I noticed his leadership skill and mastery in a certain job, so I ask the management to make him or consider him as a skilled worker.

    RATING AND REWARDING- last December our C.E.O ask help for me to rate all the employees to be awarded as employee of the year, so I do individual evaluation and do a survey also from my co supervisor, then I rank the top 10 and gave it to the management to be recognized and to give awards, Aside from that I also do rewarding process every time we accomplished the job or project before the dead line.
    In conclusion if you are a supervisor, manager, team leaders, etc. do not just consider your individual success but also the person behind it.

  17. The article explains the 5 stages of performance management namely the planning stage, where the company creates a step-by-step plan for an expected output/outcome that they are planning to achieve. Monitoring, where the supervisor is to check if there are issues that can hinder the motion towards the desired output and can intervene, and the supervisor can also provide feedback on the employees’. Developing stage, where if there are parts of the employees work that he/she finds lacking, he/she can have them undergo seminars, trainings and other activities that that can improve the workforce.
    The Rating stage, this is where the supervisor provides final grades for each employee, the supervisor should be fair on grading his/her employees’ no mutual relations etc. just plain work performance. and lastly rewarding this stage is to show the gratitude and respect and recognition of the employee’s hard work under the management. in summary the HRD should learn to read the people that are working in the management, how he/she will be interacting with the employees’, how he/she will help the company upgrade their employees’ and how he/she will be rewarding them equally.

  18. Jijie B. Torrion

    Performance management in an organization plays a vital role, because the management must ensure that all of the employees are aligned with the goals and objectives of the company. Also, the management must make sure that all their staff are motivated and feel valued in their work.
    There are some organizations that they give, bonuses, incentives and even rewards for those employees who give their best in their work assigned. In the company that I am working, we have a performance-based bonus. This program is an effective way of improving the poor performance of the staff. In addition, employees are more likely to focus on what they need to do to improve.
    Our manager also is very supportive and always advices the staff for open communication. With this, any issues and problems are easily be solved. Teamwork also is a big factor for a successful performance of the department. Helping each other by constantly sharing of information and skills can form a strong trust bond and can produce more better quality of work.

  19. Rebecca S. Cabigo

    Performance management is vital in a company. This will serve as a guide for the goals to achieve in terms of the company’s performance. Performance management is a long-run process that needs tedious planning. The key person to achieve the success of performance management is the supervisor who will closely monitor the rank and file employees. In the implementation of the Performance management, the employees should be oriented first with the Key Responsibility Areas, give them clarity of their roles which should be well-defined and easy to measure. It is very important to be aware of their job description so that they have a guide on their task. The role of the supervisor is to closely monitor the employees, extending the help in the difficulty of the task and give an immediate intervention if needed. At the end of the period, whatever rating the employee can get, he/she will be satisfied and contented because in the first place he/she is fully aware of this performance management.
    In my case, as a public school teacher, in our case, we have what we call RPMS or the Result-Based Performance Management System. it is an organization-wide process of ensuring that employees focus work efforts towards achieving DepEd vision, mission, values, and strategic priorities. In line with is the IPCRF or the Individual Performance Commitment and Review Form, an assessment tool used to rate government employees for their year’s accomplishment. At the start of the school year, we are aware of the different areas that we are rated, at the end of the school year we will be rated according to the performance we had for the whole school year with the mode of verification attachment. Along the way, we are guided and mentored by our assigned group head. It is a smooth process at the end of the year if everything is documented because at the start you know your goal and it is also aligned to the school goal. Bonuses comes in if the school is qualified to a certain performance.

  20. Hazel Love Y. Baya

    Managing people is one of the crucial parts of being a manager. Dealing with different personalities, skills, backgrounds, and beliefs is quite challenging.

    Performance Management is a learning process for both parties. For staff, they can learn from their managers how to be efficient and effective in their work. Also, how to maximize their skills in performing the task assigned to them. For managers, they can learn, from their subordinates, new ideas and techniques on how to improve the job.

    Also, in guiding personnel throughout the whole process of performance management, the manager should be knowledgeable about the job/work so that when a difficult situation arises, he/she can easily work with the staff in solving the problem and on how to enhance the process.

    Furthermore, trust and confidence are very important. The employee will perform well if they can feel that they are acknowledged and guided by their managers. That’s why constant evaluation and feedback are very significant. Besides, they will be able to identify areas for improvement.

    And most important is that both parties are well aware of the goals and consequences they want to achieve for that certain job. Because both of them will work together with the improvement of the staff and the job.  

  21. Roland Feb Penas

    Being a leader in a certain department or organization is not an easy task to accomplish because you will be dealing with different traits and personality. To be an effective leader you need to be knowledgeable in all aspect of your department. You must be a motivator to your teammates, you need to maintain a constant communication to them. A leader should also be transparent to your department so that they will have complete trust and confidence in your leadership.
    It is also important to let them be aware of your plans and goals to your area, and also it is important to acknowledge them for their job well done. Coaching also is a vital role of being a leader especially to your newly hire employee.

  22. Rowena Saylon

    Performance management is very important in the whatever industry a certain company is engage in. Human resources play a major role in the company’s consistency and profitability. They are the main assets of the Company. Every stage of the employees’ performance should be properly managed. The superior performance is partly contributed by the supervisor’s ability to execute a distinctive performance management. This is why appropriate training in performance management is encouraged to be able to create a harmonious working environment.
    The different stages of performance management shared in this article must be thoroughly supervised for the institution to have a structured and profitable operations. Equal attention must be given by the management, as each stage is necessary for the development of an efficient workforce.

  23. Justin Myko Agpangan

    I completely agree to the sequence of the five stages of the Handbook for Measuring Employee Performance which are planning, monitoring, developing, rating, and rewarding.
    The first step on any kind of activity is planning and as it relates to performance management, managers and supervisors are enjoined to communicate goals and standards to be set and expected from their subordinates. Proper feedback from subordinates are also crucial so as to assess whether the goals or standards are too much for the employees. Constant and two-way communication is essential to have a better plan.
    For the second step, monitoring is an ongoing process and it involves comparing actual performance of employees to goals and standards. Subordinates are then suggested by their managers that they are lacking in this area thus allowing them room for improving.
    The third step is related to the second stop, areas for improvement are seen in the monitoring phase, that is why if employees are far from meeting the standard and the goal, trainings and developmental activities are given to them. This is really the best investment because employees are the best asset of the company.
    The fourth step is rating, employees’ performance are monitored, developed and then rated. This is an objective way of assessing how good they have performed in light of goals and objectives. This is important because strengths and weaknesses of employees are seen in this phase.
    Lastly and importantly, the rewarding phase motivates employees to do more in the company. Without this phase, employees will not feel motivated because their efforts are not rewarded.
    These phases are really important in employee performance. Thank you so much for sharing this blog post.

  24. Jerald J. Maglantay

    Performance Management plays a vital role in public service, not only, it is a reflection of the public’s trust to us, but it is also a responsibility to perform our utmost best every single day, as we are paid by the people’s taxes.

    The government applies a what we call, Result Based Performance System, it is a system where your achievements, innovations, and hard work will actually get you to your success. I have been with DepEd for years now, and I have seen how Performance actually relates to results and how we are given recognition and awards. In DepEd, the following competencies are being implemented in measuring Result-Based Performance:

    1. Self-Management – in general terms we are rated on how well we set our daily, monthly, and yearly goals, and how we achieve them.
    2. Professionalism and Ethics – we are rated or measured based on good values and behavior we demonstrate.
    3. Result Focus – we are measured based on our efficiency or how well we give result with a short amount of time and with short resources.
    4. Service Orientation – we are rated on how well we deliver customer service and satisfaction to public.
    5. Innovation – we are rated on how well we demonstrate the ability to think outside the box, deliver answers, and uses ingenious methods to accomplish responsibilities.
    6. Leadership – we set a good examples to our co-workers

  25. Ryeo Venn Abellanida

    Performance Management is easier said than done. The basics in Performance Management is established but many factors are to to be considered depending on the employee your are dealing with. In the company, there are different age groups who have different family backgrounds. They do things differently and their perception on any given situation varies. Proper planning on creating different programs for different group of individuals have to be taken into consideration.

    It is very important that a supervisor or manager can understand the needs of each employee under his/her supervision. Some employees don’t want to be monitored on a daily basis but some would prefer being monitored all the time otherwise they will not feel important. Some may want to join clubs, extracurricular activities, seminars and the like while others would rather be as they are. Some would love to be appreciated all the time while others don’t want to be disturbed. Developing the skills and performance of these different types of individuals may motivate them or demotivate them. It is very important to identify those employees who may be potential leaders and develop them immediately.

    As supervisors or managers, objective feedback is a must. Giving feedback haphazardly may cause the employee to be demotivated at work and giving the wrong reward may affect the same. Giving objective feedback and the right reward is very important and has a great impact to every employee. Every supervisor or manager has to be very mindful and careful in performing this activities.

  26. The success of the business does not come overnight. It must have a plan, direction and a goal to reach.
    Managing people is an exciting task to do where you will appreciate its individuals you’re working with. As a manager/supervisor working with people, you must identify their need. People are the very important part of the industry. They are the one making your plans come true. That is why a good planning with clear expectation will help you properly communicate with your people. They are people, they need motivation and rewarding them is part of it. On the other hand, the feeling or belief that one’s employment is safe, is critical to most workers today. No employer can guarantee the security of their employees. However, helping employees and staff feel wanted and appreciated can help ease their fears and the best way we know to accomplish this is through communicating appreciation. Make them feel that they are part of the business and the success of your plan is the success of everyone.

    JOEY YANE
    LCC Bacolod

  27. Henry L. Umadhay

    Based on my experience as engineering manager for 6 years now. Performance of the staff is quite challenging how to maintain efficiency ,meeting the deadlines and the quality of work that will satisfy the clients.
    Planning
    Planning stage is very important in all aspects of our work, without which we tend to fail and short of the expectations. In our planning stage all matters are being dissected ,defined and considered.
    Since we belong to the engineering and maintenance every projects and job orders are evaluated such as cost estimates, specifications, timeline, manpower requirements and standard of quality. All this necessary preparations are layout in this stage.
    Planning is the key to a successful execution or implementation of any activities in any organization. A good planning program will at least assures you of well prepared input to achieve a remarkable output.
    Monitoring
    In terms of monitoring, we have our periodic monitoring form similar to GANTT chart where the scope of works is listed, with corresponding timeline, manpower requirements , the percentage of accomplishment per phase. It is updated weekly to keep tract of the accomplishment status. We have also a TASK-LIST-TRACKER to monitoring all the status of works in all 9 sections in the department. It is also updated weekly.
    Monitoring is vital in any stage of activity. This where you evaluate what has been done, what are the lapses or problems that arise or meeting the deadline of certain works identified in that phase. If there are deficiency or delay, this a proper stage to correct or make recommendations.
    Developing
    We have our development program for our staff for their professional growth to enhance skills and to fill the gap by determining the training program. It is necessary to determine those gap, why the staff cannot perform the task required of them, what is the missing link.
    A comprehensive development is very important to achieve departmental goals or corporate goals. That your people are all equip with knowledge and skills, new trends in technology and updates in their corresponding fields to achieve more and greater.
    Rating
    For the rating of performance of our employee and staff we have our Performance Appraisal(PA) conducted twice a year in June and November. We have also our evaluation for Performance Based Bonus(PBB),conducted in November for bonus if the company capable of giving when reach our corporate goals. The criteria are job performance, attendance, health performance, I care achievement, personal development, interpersonal relation, spiritual activities, commitment to company’s activities and the light bulb moment initiative. In the light bulb moment where individual achievement or initiative is recognized.
    Performance evaluation is very critical and most need in any sector. This is your tool to know where your personnel are in achieving your departmental or corporate goals. What are their standing? If they are in the right track with the same mission and vision, with the same corporate goals or they are log behind.
    Rewarding
    For the reward, this is in monetary form based on the Performance Based Bonus (PBB) mentioned above. Your rating will determine how much is your bonus for the particular year.
    This is a great tool to measure performance of the personnel. To recognize the achievers and to encourage the few to do their best next time. This will motivate and encourage people to achieve more.

  28. Marie Bernadette Maquiling

    The first performance evaluation I had was an eye opener. It made me realize that my manager is taking a step further from being work-related to relational. This made my attachment to work stronger. I particularly agree that the planning phase must be done in collaboratively between manager and subordinate. By doing so, the accountability on the goals are strengthened, goals are close to being realistic and the sense of achievement is greater. The next phases comes in a full cycle taking a step higher each time. In this sense, performance management is a journey towards a fulfilling work experience and personal growth. It is an avenue where hierarchy meets team work. It allows managers to help subordinates become better versions of themselves at the same time subordinates to help managers become better leaders. The points I gained from experience is to approach performance management programs or strategies with an open mind, progressive direction, a heart willing to help each other grow.

  29. Louie O. Canlas

    Performance management is very vital to a company when it comes to the people responsible for a certain task or responsibility. To be an effective employee and to be able to function well and efficiently, the supervisor plays a very crucial role as a catalyst of a change and improvements of the people under his/her care. These basic stages in performance management are very important on how we manage the performance of every employee and to determine whether these employees are assets or liabilities of the organization. In planning stage it also important that each employee must identify their strength and weakness in order for the supervisor on how to compensate those weaknesses and how to use those strengths to boost their efficiency. In monitoring, we can identify those employee that function well and those who do not and the supervisor can recommend the necessary actions and what strategy will be implemented in order help those who do not perform well. Trainings, seminars and conferences as coaching from the supervisors and managers are the basics in developing the employees, yes it is an investment but the organization will also benefit if those trained employee will enhance their talents become more productive. Rating those employees who gone through those trainings, seminars, conferences and coaching and evaluating them if the employee has improved or not and after the rating them will be your basis for rewarding those employee who excels in their respective functions, duties and responsibilities in the organization, rewarding those employee instil loyalty to them and the employee will feel that they are part of the bigger picture in the organization.

  30. Performance Management is very critical in attaining the company’s mission and vision.

    With this pandemic, this topic is very timely and sensitive to deal with since we need to consider a lot of factors; mental and emotional stability of our employees. As part of the Training and Development Team, we are responsible in making sure that our probationary agents are getting the proper training and support they need to improve their performance. Supervisors play an important role in making all these things happen. Before starting a plan, I make sure that agents have a clear outline on what’s going to happen, discussed the metrics components before calling them out. Once they are aware of their target, I would come up with a plan which aim is towards the common goal of hitting the target. I start by preparing a call, make sure to listen to it ahead of time and take note of the strengths and opportunities of the agent to be ready with the feedback. Once preparation was done, pullout the agent for coaching. Coaching shouldn’t be negative all the time. You can coach the agent on her 0% return or even 100% score for customer satisfaction so he/she can continue the trend. Have the agent listen to his/her call, asked what went well and his/her coaching opportunity. Once the agent pointed out those things, get his/her main key take away and commitment in improving those weaknesses. But you don’t just stop from there. Follow through if there’s any improvement on his/her scores. If you see improvement on his/scores, commend him/her or even pull him/her for coaching not to reprimand but treat it as a reward because of the 100% score and so he/she can replicate the same behaviors on his/her next calls. As a Supervisor, you need to balance everything. Be sensitive with your employee’s emotions because they are also human who feels the stress and get exhausted to contribute to get good numbers and performance management should be applicable by then.

  31. Performance Management is very important in one institution.
    This is one of the steps or strategies should the Management have. Five stages
    were mentioned in this article, Planning, Monitoring, Developing, Rating and
    Rewarding. For me, Planning is the most crucial stage for this is the time that the Management
    should set its objectives and strategies. Comes next is Monitoring, this will
    be the implementation of the strategies. Developing stage, this is the time for
    the Management to prepare some seminar for employees’ professional development
    if necessary. During rating stage, evaluation of each employee should be
    implemented. Lastly, rewarding stage is one of the motivations of employees
    to perform well. And I guess by appreciating of your own employees, this can
    lessen the retention rate within the institution.

  32. Charina M. Abrea

    The aim of Performance Management is to develop a motivated employee who will live the companies Mission, Vision and Philosophy integrated with the company’s Core Values. In order for performance management to be successful or delivered employers should set long- and short-term goal. Like in the organization that I am currently connected with, our administrators together with the help of our Board of Trustees we set our goals for the next school year and start planning before the current school year ends. We make sure that we also make it simple and frequent interaction is a must haves for our teachers and staff, like we schedule a monthly professional learning community wherein employees have a chance to talk a certain topic wherein our community can interact.

    The people in the organization and its unique culture are what make our business exceptional not our products, services and client relationship, because the people in the organization brings our services to life and give us edge over our competitors.

  33. Ricky D. Jocson

    Performance Management

    My Personal Reflection

    Performance management is a perfect process in which the organization, top management to managers to supervisors and employees are working together, collaborating different but significant ideas to achieve the company’s common goal.

    It starts with the creation of objectives or goals to which the performance should be aligned and directed. After careful planning, there will be setting ups of targets formulation of strategies to support and measure individual and team performances. As soon as these are all ready and implemented, there will be intensive monitoring to track each performance whether it is individual or team effort. This is to properly determine the needs and potentials of your people. Who are those people you need to focus for further development and those who project to be an asset of the company. This will also guide you and help you on how to motivate and reward your people.

    There are lots of best practices that different companies have, to engage their employees, making sure them and their family are happy and well motivated in helping the company to reach certain goals.

  34. It is vital that supervisors understands the importance of performance management in order to effectively guide and motivate their team to success. I have observed that even though a company has a well structured performance management system, most of the people managers does not take them seriously and only does it because it is required. The team is left unmotivated and most definitely not appreciated. There are also different types of leadership style in which some managers does not believe in providing positive feedback to their employees right after they have done a great job.

    I agree that it is not an easy job being a supervisor considering the team comes with different personalities. One should be consistent, motivated, and invested in the growth of their team in the interest of both the company and the employee. The resources that the company has invested and the retention rate will be greatly affected if the performance management system is not effective.

  35. Apollo Jose Ocillada

    Performance management plays a vital role in achieving organizational goals. Appropriate planning to the desire goals is crucial. Proper coordination to the top management and supervisors for decisions can make plan works. For the monitoring stage, the supervisor will determine who needs assistance to improve the quality of work and giving positive feedback for those doing great. In the developing stage, the company will spend financially on developing employees to acquire new knowledge and skills to achieve organizational goals. In the rating stage, performance appraisal will serve as the basis for the final step, the rewarding stage. The top performer will be rewarded through intrinsic and extrinsic rewards.

    Apollo Jose Ocillada
    MBA-HRM Student
    La Consolacion College – Bacolod

  36. Mary Grace Acejo

    To be effective in managing performance of an employee proper supervision should at least be followed and updated regularly. There has to be a goal of what you want to achieve, a clear communication with the people under you so that they know what to do and the company’s expectation from them. One way of motivating an individual is thru recognition and reward. Recognizing your employee so that they feel appreciated and fueled to do better and the continuing advancement and development of the employees. Since skilled and capable employees are assets of a company.

    Grace. Acejo

  37. Mark Jayson Torres

    Like any other industries, the Construction Industry also plays a vital role in modern society. Construction of buildings, roads, water systems, houses and bridges are the main objective of our company. By giving quality output to our private and government clientele. The sector consists of specialized skilled workers such as engineers, architects and business professionals.
    Managing and checking the performance of the employees in the workplace is extremely important. The reason for this is to know if the team is joining together to achieve the desired goals and objectives of the company. Likewise, the significance of updating individual performance is to monitor if someone is left behind and also checked how others performed their designated task.
    Listed below are the performance management strategies in our company and how we implemented it.
    1. PLANNING
    In our company, planning is very important. We do have weekly meetings to assess if the company goals and objectives are being observed and achieved most especially to our project. In our planning session, we have this big white board within the office for us to easily understand and comprehend the instructions and obligations given to us. Our boss always recapitulates the agenda and clear-out everything that he instructed to avoid misconceptions so that everything will be settled before leaving the conference room.
    2. COMMUNICATING
    As what they’ve said, communication brings people all together closer to each other. In an industry, the most essential and vital aspect is communication. In my company, our manager always communicates with us and updates us in every job that we are doing. After she checked and monitored our performance weekly or monthly, she always gave comments, suggestions and feedback to affirm that altogether we are working efficiently.
    3. RATING
    In our company, rating is also observed. It is done before regularization and for regular employees, we have our yearly rating performance, checked and monitored by our Human Resource Officer. And it doesn’t end there, peer reviews are also existing in our company because we believed that giving positive praise to our fellow colleagues helped us boost our drive to work and gives us the confidence in doing a job.

    4. REWARDING
    Giving rewards and incentives is the most awaited part in our company. We have this yearly tour /outing that is held outside the country. This type of strategy helped us to do our job responsively and correctly. Our boss always gives us bonuses and incentives for us to feel that we are cared and all of our hard work and efforts are appreciated.
    5. SOCIAL RESPONSIBILITY
    This type of strategy is quite unfamiliar and sometimes neglected by other companies. In our company, we have this called social responsibility where our bosses give donations to the orphan and catholic churches. We have Sunday sponsorships during Christmas Season and every 5th Sunday of the Month. It is very overwhelming on our part because we have this chance and privilege to help others and at the same time magnifying our Savior.

    My recommendation to my company that I’m affiliated with right now is to continue this kind of strategy. With this simple act, it can make a ripple effect to the company to grow, improve and build more projects in the future. And to other companies, understanding and caring to their employees should be their number one priority. To feel them that they are an asset of the company not an expense nor just wheels. And with that, success will be achieved.

  38. Rennie Craus

    Performance Management plays an indispensible role in a company, the management must ensure that its employees are properly guided towards attaining the goals and objectives of the firm and being efficient and effective workers are the ticket in reaching it. Upon reading this article it has given me a hint through the phases presented as to how an effective PM must be, it’s easily be understood by registering it on the back of our mind as PMDRR.

    I would definitely conform with the ideas above and let me cite my company as an example. I am currently affiliated with one of the biggest Franchisee of Jollibee Foods Corporation. In the planning phase, employees are given a symposium by refreshing what is expected from them to perform in such a way the company will make it vivid to them that why the company hires these employees because he/she is a part of a whole which is indeed needed in achieving the desired goal and this is the phase too that the personal and Company goals are alligned. The next stage is monitoring, in our company the top management always see to it through visiting to stores most of their time that the task assigned are well managed and perfectly executed and their presence means that there are there too to correct and guide as to what has been agreed. The third process is monitoring, the only way to make sure that these are all not will be put into waste is to assess if the employees are performing well and will have no lapses in delivering the function. Developing is the third phase, wherein our employees are hone and improve the quality of their output and performance,we send them from time to time to seminars,trainings to update their knowledge and impart ideas neccessary for the operation of the business. The fourth one is rating, in my company we have an semi-annual performance appraisal to evaluate performance by its employees with set standards coherent with company’s mission and vision, in such a way the employee may know if it achieves what is desired for them and this will be a tool to improve and harness their skills. The last one is rewarding which is for me the important phase on employee’s side,these will be an opportunity for the employer to make their employees feel appreciated and drive them to perform more in the next months or years of the business. My company is giving mid-year and year end bonus to motivate their employees and this is base on sales on their specific store where they are engage at so to give them the desire to reach and go beyond the target.

    Performance management must be seriously taken by the managers/supervisors which are the key in the success of its implementation, remember that an effective performance executed by employees would mean company’s growth.

    -Rennie Craus,MBA student
    LCC-Bacolod

  39. Shernie Gelera

    In a business, employees and employers relationship is very important .Employees’ performance is a proof of how his/her management take good care of them.
    In my workplace, we are aware of the plan that we need to work on before the month/year-end. We are being monitored by telling /asking us our deadlines weekly/monthly/yearly and how is the progress of our work. We have a monthly evaluation in our company and that evaluation tells how much thus the supervisor and manager satisfied by our work. We don’t have many training and seminars in my workplace and that I can see is the hindrance to the growth of the employees.
    Performance management awareness is beneficial for employers who want to give focus on success for our people’s knowledge and skills are the company’s pride and joy. I believe that if the company wants to enjoy its plans they should give attention first on developing their employees’ strengths to be effective employees and will render work efficiently.

  40. Zandra Garagara

    OOur Firm provides assistance to business owners in complying with their tax requirements and deadlines. We can help you prepare and file the following tax returns, based on your accounting records. Planning and monitoring all client’s compliance become our strength to perform well. It is a challenge on how we handle all of them and assists with their needs. Being a Senior accounting associates who handle my own assigned clients, I need to monitor and help my colleague in times of their absence and review their works also. For me handling employees is difficult since it needs to monitor them all the time with work outputs if it is delivered and paid on time.
    During our tax season, I could say this is a time to observe on how my colleague perform their task for annual compliance. It is a compliance that needs to gather all information related to income tax for a year. The efficiency and accuracy are test because we need to reconcile all monthly reports to consolidate in one report.

  41. Shanelle Anne Machan

    There’s a lot of challenges a supervisor face in their day-to-day activities. They oversee the actual work product of people placed under their supervision. Supervisors should also acknowledge the performance of the employees who excel at certain tasks and give them more responsibilities or opportunities for them to grow as well as supervisors must identify those low performing employees and monitor and focus on coaching them through a buddy system do initial training, follow up training by observing them and final training that they have already met the work expectations expected from them as a supervisor you must encourage your team to do more and to do better.

    Supervisors must be good at handling people and knowledgeable of the work so that he or she can guide his team correctly and help improve the performance of those employees who were low performing. Performance management helps and encourages the employees to achieve the objectives or goals of the company. Some companies give rewards or incentives to those employees who excel at their given tasks. Teamwork can be built through performance management supervisors will help their employees to do better, as well as employees should also help their supervisors by excelling in their field.

    A team without teamwork will result in failure of performance management. As a supervisor you must assess also if the current practice of PM is effective to your employees or team is not you and your team should plan a second option of your team’s PM in order to achieve your work goal and the companies goal. According to John Maxwell “Teamwork makes the dream work”.

  42. Izza Nicole Arcenas

    To be a good leader you should possess traits that a good leader/supervisor should be. He/She should be a leader and not a boss. In my own experience being a supervisor really requires lots of patience since you will be handling different types of people. Every morning we would huddle as a team plan what will happen with the whole day and also planning for the desired end result. Next is as a supervisor you should monitor each and every team member so we can see if they need help or support. Coaching is very essential in operations, coach them in a closed room so as a supervisor you can learn also what is needed and what went wrong. Coaching team members once in a while could really help them develop their skills towards the tasks given. To further add, checking up on them if they improved or how was the performance of each and everyone of them since this is the basis on how will you as a supervisor will reward the team members with excellent performance from the start and could motivate others to keep on pushing forward. Being a supervisor is not a joke, not everyone will like you, not everyone will respect you but in order to earn their respect build relationships with the staff to have teamwork along the way.

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