Employee Performance Management

Employee Performance Management

To accomplish organizational goals an organization requires performance management to communicate with its employees by collecting feedback from managers to employees. Managers should direct workers to make use of their skills in ways that can be beneficial to the growth of the company as well as the employee. Usually, people get performance management confused with a performance review. Direct deliverables an employee produces are a performance review that is only a part of performance management. Redirecting an employee's skillset towards the growth of the company that covers the mission of an organization, this is related to performance management.

Performance management is of 3 Phases:

• Planning

• Coaching

• Appraisal

Performance planning: Setting up goals and objectives for each employee must be carried out quarterly, half yearly or annually. As the organization changes the employee's skill set changes too. Managers must ensure to keep up with changes like these and upgrade their employee's strengths based on organizational needs. Planning not only allows managers to communicate clearly with their expectations but also allows employees to come up with their personal goals.

Performance Coaching: Coaching is an ongoing process. Managers must take feedbacks regularly; these feedbacks must not be limited to negativity but should also speak about the positives of the employee if their work is found to be valuable. By providing opportunities to employees to ask questions and completely understanding what their expectations are, employees can then adjust their performance to meet their manager's expectations.

Performance Appraisal: Performance appraisal is similar to a performance review. A formal review document of an employee's performance is taken during an assessment. Managers identify a performance dip or a gap between the expected results and the actual results, they also find a measurable effort being put in by an employee to get close to the expected results. Development interventions can help employees in meeting their performance management targets.

An Organization can monitor development related to employees' performances by implementing or investing in a Learning Management System. With an effective Learning management system, employees will develop a better understanding of their job profile within the organization, rather waiting for the next task to be given and moving from one task to another. Encouraging employees to get involved in activities that may be work-related or activities based on their interests. An LMS will enable a manager to tailor every individual employee to train on their own based on their interests.

How Learning Track LMS can help manage employee performance?

The link between talent development and performance analysis is always flexible with an E-Learning system. Learning Track is one such platform or an LMS (Learning Management system) that can be tied directly to performance review outcomes, an LMS helps replace traditional training with self-driven learning opportunities. The flexibility provided by the learning track enables an organization to update courses as and when needed. It is useful when scaling the course work through an organization with various positions. Core Corporate training remains fundamental, with multiple layers on to it based on their designations and responsibilities. By using the right tools that the learning track provides, your performance management nightmares will become a thing of the past.

Gamification: When the word training is heard the majority of the people assume that it has something to do with E-learning and is just a boring thing to do. Nobody will spend more time in learning if it isn't interactive. This tool is a lifesaver for most of the organizations. Companies that deploy this have shown improved user engagement of 48%. With the help of this tool, learners earn points that are not only beneficial but are also encouraging. This platform allows them to earn further achievements, keep track of their objectives and tasks and just by having a look at their dashboard they get to know how far they have reached when compared with other learners.

Persona identification Managers can use this tool as a great way to measure the training of an employee, with performance management tools pushing the right content that fits in an individual. Managers can add more responsibilities and tasks based on what requirements are needed or based on the designation of the employee with a click of a mouse.

Automated certificate generation Almost all skills trained online are provided with a certificate, these certificates pertain a value to every individual learner. The learning track LMS gives you the power track course completion rates so that managers can see who is ready to get into work handily. Automatic reminders are sent to learners or employees who need to renew their certificates. LMS reports allow you to spot skill gaps.

By providing a pathway for learning and simultaneously establishing a platform for increased opportunities for an organization will benefit their employees indirectly to progress with the opening of opportunities. Encouraging employees to learn new skills and knowledge empowers them as individuals making them greater assets to the company. Investing in a Learning management system to track activities and push performances rather than just setting objectives with performance management alone. Setting up progressive expectations and challenges and by providing relevant learning opportunities with a learning management system that allows an employee to meet their targeted goals.