Objectives Of Performance Management
Tools to help with performance management
In order to perform performance management efficiently, it is recommended to introduce a tool that can automate each process. Finally, I would like to introduce a recommended tool for performance management.
Goal Management Tool
A goal performance management tool is a tool that can streamline the setting and performance management of goals. With the introduction of the tool, you will have more opportunities to be aware of the goals you have set, and it will be easier to maintain your motivation. There is also a tool that can visualize actions and progress toward achieving the goal, and it is also possible to quantitatively grasp the situation with specific numerical values such as KPI and KGI.
You can also reduce the burden on the management side by using the tool. Cloud-based tools can be updated in real-time, making it easy to share data.
1on1, some research is required. If you’re a busy manager, you may not be able to take the time to prepare. For proper performance management, we also recommend using tools that can streamline the management and operation of 1on1 meetings. Tools make it easier to manage meetings, review, and share what you’re doing.
Depending on the tool, you can adjust the schedule, set the theme of the conversation in advance, record the contents of the conversation you have conducted, decide the next action, and so on. Find a tool with the features you need. Rafa Survey, a tool useful for understanding the current situation of individuals and organizations
If you are looking for a service that will help you manage your performance, please consider the Rafur Survey. Rafa Survey is a survey tool equipped with survey/measurement, analysis, and feedback functions. We visualize a wide range of issues faced by the organization and propose effective approaches. It is possible to present improvement plans for problem-solving from the perspectives of both the organization and employees.
The Rafur Survey offers a variety of survey items, including ES surveys, engagement surveys, mental/physical, stress checks, and personal condition surveys. The original survey items allow you to analyze the results from multiple perspectives. Since feedback comments are automatically displayed after the survey, it is also an advantage that the man-hours on the management side can be reduced. We also provide specific self-care advice and encourage each employee to change their behavior.
If you use the Rafur Survey, you can smoothly identify issues, present specific measures, and follow up afterward. If you wish, we also offer a wealth of options, including expert feedback and 1on1 meeting services. If you are interested, please feel free to contact us.
Let’s Review The Personnel System And Incorporate Performance Management
If you feel the limits of the conventional personnel system, it is recommended to introduce performance management and work on human resource development. By focusing on each individual, employees will be able to work independently, which may have the effect of improving engagement and productivity. When introducing the system, it is important to have an awareness of working on the entire company and to hold training and seminars for managers. Let’s proceed with organizational transformation while utilizing convenient tools and systems.
What is performance management?
Performance management is a method of continuously performing a series of management up to the production of results by improving the abilities and motivations of each employee. It repeats the process of clearly defining employee outcomes and managing and improving the process leading up to their creation.
With regard to employee performance, the manager will work together to think about what actions should be taken to achieve the goal, and evaluate and give feedback on the results of specific actions.
By maintaining close communication between managers and employees, we will improve the capabilities and productivity of the entire organization while supporting problem-solving and goal achievement.
History of performance management
Originally, the concept of performance management was advocated by an American consultant as a method of human resources management to connect the goals set by employees of an organization to actual results.
It was introduced as an approach to increase desirable behavior within the team by focusing on the work performance of each employee, measuring and giving feedback on how much the concrete action leads to the result.
This has begun to attract attention in Japan, where it has been accepted by companies in each country and productivity improvement has become more important, and it is spreading as a new human resources management method that replaces the conventional simple goal management method.
Why Performance Management Is Needed
The need for such management methods that focus on employee performance in Japan may be attributed to the slump in corporate performance due to the prolonged recession and the shortage of human resources.
Especially in the face of a shortage of human resources due to the declining birthrate and aging population, the only way to keep up with the ever-changing business environment is to improve the productivity of existing human resources.
Also, in a business environment where the flexible response is required, the ability to respond to the changing needs of customers is required rather than sticking to the original plan.
In such a harsh environment, we will clarify what actions the organization should take and link it with the personal goals of each employee to improve the productivity of the entire organization. The number of companies has increased.
Problems with traditional management
As mentioned above, the conventional management methods are generally MBO (Management by Objectives) and OKR (Objective & Key Result), which set organizational goals and evaluate the degree of achievement at regular intervals.
Although these methods are effective, in a rapidly changing business environment, the goals set six months or a year ago may differ from the actual goals, and the initial goals are not always desirable for the entire organization. Harmful effects such as lack of it have been pointed out.