What is the performance management cycle?

Power management cycle (PMC) is a technique that managers and executives use to support employee growth and work satisfaction. Within the PMC, the employer evaluates the skills and performance of employment. The employer usually also sets goals to help develop a career in a way in accordance with the objectives of the company for employees. If an employee is unable to meet the goals and expectations of the companies outlined, the performance cycle usually offers a built -in system for improvement, usually from direct consulting for problem areas. Although the initial objectives may be set by the company when the employee is hired, the performance cycle usually does not officially start until the first review review - usually after the first year of employment, but in some cases before. Stasting, progress and review evaluation. If it is time for the first review of the performance, the employer assesses the work of the employee as it is done during the specified time frame. After the employee has provided a comprehensive worthyThey will appreciate his work performance, the employer usually advises him about the targets of the company in the next period of review.

Depending on the employee's abilities and status, this may include anything from improving in problem areas to obtaining the required promotion. Some employers can also use this phase of performance management cycle to set up ultimate: if the negative aspects of the employee's work performance do not improve, his work or positions could be endangered. Managers can also offer instructions, suggestions or ideas on how an employee can meet their goals during the following assessment period.

Once set goals are a scheduled progress report in which the employer affects the base with the employee and discusses the development of its goals. If the employee is on the way to achieve the goals of set companies, no further steps can be taken. If an employee is pDirector, other goals can be added. However, if there are reasons for employee performance, additional instructions can be offered.

At the end of PMC, it is usually time to review the performance of the employee throughout the evaluation. The employee may receive an increase that reflects progress if the employee meets his goals. If the objectives are not met, the employer may decide to create better manageable goals, continue to existing or re -evaluate its need for employees.