Individual Performance Measurement and Management

Name: Individual Performance Measurement and Management
Author: Khin Hnin Soe

Learn how to measure and manage individual performance

Preview the first lesson free — get full access to all 6 lessons.

Course: On-Demand

(upbeat music) Welcome to individual performance measurement and management. In these lessons, you'll learn about evaluating individual performance, using key performance indicators, implementing an individual performance measurement system, and how to connect the measurement to management strategy to capitalize on the results. Organizations evaluate individual performance to develop their employee's skills, to reward them fairly, and to drive the overall organizational performance. Business Professor, Dr. Herman Aguinis, defined performance as a combination of behaviors and actions along with the outcomes of an employee's behavior. Setting performance expectations correctly is an important step for evaluating performance effectively. The simplest way to approach it is to ensure that employees understand, their areas of responsibilities, what kind of results and behaviors are considered as excellent, acceptable, or below acceptable. And how will you measure their performance. Also, make sure that setting expectations is a collaborative process between you and the employee, so they feel both empowered and accountable. Explain the organizational objectives to your employees, so they understand what they need to do to contribute toward organizational success. Once they can see how their contribution matters, they're more likely to feel motivated. You can consider two approaches to evaluating performance, ratings and forced ranking. In the rating system, you give numerical ratings or descriptive ratings, like satisfactory or meets expectations. In the force ranking system, you rate all employees against each other into a kind of bell curve, with top performers, average performers, and poor performers. Though those approaches are common, there are certain pitfalls to watch for. For starters, be mindful of your own bias. You may unknowingly give a higher rating to those who have working or the employee may have been making mistakes close to their performance evaluation time, and you focus on those instead of their past successes. Forced ranking puts those people in a high performing team at a disadvantage. They may start to lose motivation by always losing out to star performers, or by suffering from burnout. The performance evaluation is a continuous process that can happen formally as part of the performance management, or informally as part of giving feedback and coaching to your team members. It helps to provide feedback to the team members about their progress against your expectations, recognize their accomplishments in their performance, provide them with clear and specific guidelines on how to proceed, and encourage a regular communication channel between team members and yourself. You can also identify star and struggling performers in your team and support them. By doing that, your team members will view performance evaluation as a form of dialogue between you and them. They'll start to feel motivated, focus on their expected deliverables, and gain a clear understanding of how they can contribute to attaining organizational objectives.

Intermediate Provider : Khin Hnin Soe 6 Lessons · 25m in Arabic, German, English, Spanish, French, Portuguese, Urdu, Chinese

Course Description

Organizations evaluate individual performance to develop their employees’ skills, reward them fairly, and to drive the overall organizational performance as a result. Setting performance expectations correctly is an important step to evaluate performance effectively. So, it’s important to identify the right key performance parameters for performance evaluation. This evaluation is a continuous process that can happen formally as part of performance management, or informally as part of the process of giving feedback and coaching your team members. Performance management helps to create a shared understanding between individuals and their managers. They can have a regular dialogue to discuss what’s expected from each perspective and give feedback to each other.

In these lessons on Individual Performance Measurement and Management, you’ll discover how to evaluate individual performance using key performance indicators, implement an individual performance measurement system, connect measurements to your management strategy, and how to capitalize on the results to improve individual performances.

What You'll Learn

Evaluate individual performance as part of a continuous performance management process
Use key performance indicators to assess individual performance
Implement an individual performance measurement system
Connect performance measurement to your management strategy
Capitalize on performance results to improve individual performance
Set performance expectations and identify the right key performance parameters for evaluation

Key Takeaways

Organizations evaluate individual performance to develop employees' skills, reward them fairly, and drive overall organizational performance.
Setting performance expectations correctly and identifying the right key performance parameters are important steps to evaluate performance effectively.
Performance evaluation is a continuous process that can happen formally as part of performance management or informally through feedback and coaching.
Performance management helps create a shared understanding between individuals and their managers through regular dialogue and mutual feedback.
Capitalizing on performance results helps improve individual performance.

Frequently Asked Questions

What will I learn in this course?

You'll discover how to evaluate individual performance using key performance indicators, implement an individual performance measurement system, connect measurements to your management strategy, and how to capitalize on the results to improve individual performances.

Why do organizations evaluate individual performance?

Organizations evaluate individual performance to develop their employees' skills, reward them fairly, and to drive the overall organizational performance as a result.

Is performance evaluation a one-time activity?

No. It is a continuous process that can happen formally as part of performance management, or informally as part of the process of giving feedback and coaching your team members.

What topics are covered in the lessons?

The lessons cover Evaluating Individual Performance, Using Key Performance Indicators, Implementing an Individual Performance Measurement System, Connecting Measurement to Management Strategy, Capitalizing on Results, and a Test Your Knowledge assessment.

How does performance management benefit individuals and managers?

Performance management helps create a shared understanding between individuals and their managers, allowing them to have a regular dialogue to discuss what's expected from each perspective and give feedback to each other.

Professional Certifications and Continuing Education Units (CEUs)

Society for Human Resource Management (SHRM®)

Professional Development Credits (PDCs): 0.5

Certification Program Categories:

Leadership & NavigationBusiness AcumenConsultationGlobal MindsetEthical PracticeRelationship ManagementAnalytical AptitudeCommunicationDiversity, Equity & Inclusion

KnowledgeCity is approved by SHRM as a Recertification General Provider to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). By taking the courses approved by SHRM, KnowledgeCity can award SHRM Professional Development Credits (PDCs) for HR knowledge and competency programs related to the SHRM Body of Applied Skills and Knowledge™ (the SHRM BASK™).