What Is Performance Management?

인천운전연수 A performance is a duration that involves the act of presenting. In performing arts, this can include anything from dancing and singing to theater and acrobatics. It also includes instrumental music and drama.


Effectively managing employee performance helps businesses achieve their goals and objectives. This is done by establishing clear and measurable goals for employees and measuring their progress.


Metrics are a vital tool to identify areas of improvement within your business. However, it can be challenging to determine the metrics that will work for your company or department. To ensure you select the right ones, you must first conduct a thorough analysis of your organization’s standard business processes. Once you have identified the necessary metrics, you must then set up a monitoring process.

There are a variety of performance metrics that can be used to assess an employee’s job performance. Some are qualitative, while others are quantitative. Qualitative metrics include work quality, which evaluates the effectiveness of an employee’s efforts. Quantitative metrics, on the other hand, measure an employee’s productivity by counting the number of sales or items produced.

Another key metric is absenteeism, which measures how often an employee misses work. This metric is important for managers to track because it can affect the company’s growth and profitability.

The best employee 인천운전연수 performance metrics are a combination of quantitative and qualitative metrics. They also include leading and lagging indicators. This way, employees will know how they are performing and can see if their hard work is paying off. Moreover, these measures help employees feel motivated to achieve their goals and improve the quality of their work. For example, a programmer may write many lines of code in an hour, but that doesn’t mean the code is good.


Goals are the foundation of performance management systems and should always be clearly defined. They should answer the who, what, when, where, and why of an individual’s expectations and responsibilities. They should also be measurable and realistic, with a specific timeframe. Achieving goals boosts employee engagement and motivation. It also ensures that employees have something to work towards and that they have a plan for their career development.

It is important to involve your direct reports in the goal-setting process. This will allow them to feel a sense of ownership over their professional development and can help them better understand the company’s objectives and strategy. It can also encourage them to develop their own ideas for achieving business goals and increase productivity.

There are many different types of goals that can be used in a performance review. Collaboration goals that focus on supporting colleagues in their own pursuits of success are a great example. Other goals might involve improving team dynamics or fostering a culture of inclusivity. Developing professional skills such as decision-making, people, or negotiating can also be helpful for employees.

Regardless of which framework you use, it is essential that your performance goals are SMART. This will help your employees see that the goals they are being asked to meet are measurable, attainable, relevant, and time-bound. It is also important to update them regularly.

Behavioral approach

The behavioral approach to performance management focuses on the specific behaviors that employees engage in. Its goal is to help them improve their behavior and make the most of their strengths, rather than focusing on the results of those behaviors. It is one of the most popular approaches to employee performance. It can be used for both individuals and groups, but it is most effective for people who are struggling with a specific behavior.

The underlying theory of the behavioral approach is that all behavior is learned, and that innate or genetic factors have very little influence on our actions. It also assumes that all behavior is observable and can be measured. It also emphasizes the importance of motivation and leadership in influencing employee performance. Several famous psychologists, including Abraham Maslow, Fredrick Herzberg, Douglas McGregor, Victor Vroom and Chester Barnard, have contributed to the behavioral approach.

The behavioral approach uses a system of rewards and punishments to encourage or discourage certain types of behavior. It is based on the scientific study of observable behavior and its environmental influences. Behaviorism is distinct from psychoanalysis, which focuses on thoughts and emotions. However, not all behaviorists agree with the earlier behaviorists’ rejection of thought processes, which are called cognition. Instead, many modern behaviorists believe that thinking and behavior are closely linked.

Results-oriented approach

While results-oriented managers focus on achieving specific goals and objectives, they also encourage employees to take initiative and assume responsibility. These types of leaders are able to recognize individual contributions and reward their employees for success. They are also capable of recognizing and addressing obstacles that may be impeding progress. This leadership style can be highly effective in fostering a team-oriented environment where all members are willing to work together to achieve the company’s goals.

Unlike process-oriented managers, result-oriented leaders are focused on delivering value to their customers and stakeholders. They are able to define the most important tasks in their departments and allocate resources accordingly. They also have a clear vision of their long-term goals and are committed to working with their teams to achieve them.

Moreover, result-oriented leaders are better positioned to adapt to sudden changes in their operating environments. They can respond to new directives and guidelines quickly, which is crucial for companies that rely on fast turnaround times for projects. However, this management style can have a negative impact on employee morale if it is not applied correctly. For example, it isn’t practical for service-oriented workplaces such as a doctor’s office or restaurant, where staff must adhere to strict scheduling rules.