인천운전연수 Performance has to do with presenting something, usually in a theatrical sense. Actors give performances, as do musicians and other artists.
The first step in performance management is clearly identifying goals and what success looks like. The next step is selecting performance metrics or indicators, and collecting and analyzing data.
When it comes to evaluating employees, it is important that managers be clear about what they want from their employee. This will help them set appropriate expectations, and it will also allow them to be more objective when judging performance. It may take a while for managers to work out the exact criteria that they want to use in their performance review. This will require regular meetings over several months.
It is also an opportunity for managers to explain the long-term goals of the company and how an employee’s particular job fits in with those objectives. It will also give them a standard basis for employment actions such as salary increase, promotion and/or termination of an employee. The evaluation can even lead to a new job assignment for the employee.
The scope management process involves planning the project’s work and defining what it can achieve. It requires the preparation of documents that provide a clear picture of the project’s requirements and its major deliverables. It also includes a Requirements Traceability Matrix, which links the requirements to a business need and helps to detect changes that affect the performance of the project.
The project’s scope baseline is a key input to the Earned Value Analysis process and consists of the project scope statement, WBS, and WBS dictionary. Changes to the scope baseline are processed through an integrated change control process. The scope management plan documents how the project manager will manage the impact of approved change requests on the project’s performance. The scope baseline is used as a reference point for measuring the actual performance of the project against its planned performance and to determine if corrective or preventive actions are needed. The Work Performance Information document records the results of comparing the actual work performed with the scope baseline. This information helps managers to make decisions on the adequacy of the current project scope and to determine the direction of future project work.
There are various performance appraisal methods such as management by objectives, psychological assessment, behaviorally anchored rating scales, critical incidents and the assessment center method. These methods differ in their evaluation criteria and the extent to which they help prevent bias. Management by objectives (MBO) is a common appraisal technique that encourages managers and employees to set goals together. It can also be used to identify training and development needs.
Behaviorally anchored rating scales (BARS) evaluate an employee’s performance by comparing it to specific behavioral examples that have been anchored to a number of ratings. This method eliminates subjectivity and helps managers gather more comprehensive feedback. It is a good choice for organizations with many employees.
The ranking method compares employees in pairs against each other and counts the number of times an employee is preferred over another employee. This is a good way to assess individual performance without bias but it can be time consuming and difficult to implement.
The assessment centre method involves social-simulation exercises such as in-basket exercises, informal discussions, decision-making problems and role-playing. This is a good way to assess an employee’s leadership skills and it is often used by manufacturing companies, service-oriented businesses and educational institutions. Organizations like Microsoft and Philips use this assessment practice to identify future organizational leaders. It is more expensive than other appraisal techniques but it is considered to be the most accurate and reliable.