Skill Management, Employee Engagement and Performance Management
Performance is defined as a whole that shows the actual success of the employees in a certain period and their development potential for the future.
Businesses benefit from performance evaluation results while making various organizational decisions. Performance evaluation results in talent management also provide data for processes such as remuneration, benefits, rewarding, training and development, career management and backup management.
Performance system in talent management; It is a system where performance evaluation is carried out systematically and regularly, contributes to the development of the employee and is effective in determining the talented candidates who will enter the talent pool.
Performance evaluation systems in businesses aim to determine the actual success of employees in a certain period and their development potential for the future.
In the performance evaluation process, it is important to enrich the anticipated goals with new business areas and responsibilities in the upcoming period, especially when evaluating employees who show outstanding performance.
Although these employees have a self-motivating and success-oriented structure, their achievements must be recognized and “appreciated”.
There are various performance evaluation methods that can be applied in integration with the talent management system within the scope of talent management;
Although there are many methods such as binary comparison and ranking method, compulsory distribution method, graphical rating and scoring method, critical event method, assessment center method, team-based performance evaluation, we are predominantly target and competency-based performance evaluation and 360 degree performance evaluation methods. .
In the traditional performance approach, although the employee is only given feedback from his / her superior, a larger group that observes the performance of the employee in 360 degree performance evaluation is allowed to give feedback to the employee. This method is mostly used for evaluating managerial and leadership competencies.
The functioning of the performance management system in an enterprise consists of four stages.
These stages are;
• Goal setting and planning / orientation process.
• Performance monitoring process.
• Performance evaluation process.
• It consists of award-wage, training, development, career planning process.
If we open the four stages I mentioned above;
First of all, in the success of the performance management system, it is very important to make task and job analysis and to define the jobs and tasks accordingly.
Because if these definitions are not made, it cannot be measured with concrete data which work will be evaluated in what way.
In the stage of determining the performance target, “performance indicators” and “targets” are determined at the beginning of the period in line with the vision, mission and strategic targets of the company and these targets are integrated from top to bottom.
The goals allocated to the departments are conveyed to their subordinates by the department managers, and the subordinates set goals and make interviews in order to contribute to the department and organization goals.
A successful performance management system requires working with clear goals.
In order to clarify the goals, people should first clarify their own areas of responsibility and what is wanted to be done. Then, criteria of successful performance and performance standards to be evaluated should be determined.
Performance monitoring process is essentially a performance coaching process.
At this stage, the manager works with its employees and appreciates the developments, if the employee performance is not sufficient, he / she gives new feedback and directives and directs them again.
The realization of the goals set at the beginning of the period is monitored in interim periods and throughout the year.
Since the success of the employee will also be the success of the manager, the manager should help the employee’s success by providing performance coaching to the employee whenever possible before arriving at the performance evaluation.
In case of deviations in the targets, interventions are made and efforts are made to achieve the targets.
In performance evaluation, the evaluation of what a person has done for a whole year is made at this step. It is the stage in which the realization of the goals set at the beginning of the term is discussed. First of all, the actual values are entered into the system and “weighted performance scores” are calculated according to the expected values. If the first and second steps are implemented correctly, there will be no surprises, since the end-of-year evaluation will be dealt with on agreed and agreed issues.
Performance evaluation results provide input for reward-wage, training, development, backup and career planning processes. Seeing the performance contributions of the employee in these processes positively affects the loyalty and retention programs.