The following Employment guidance note provides comprehensive and up to date legal information covering:
The essence of any performance management process is the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those of the organisation as a whole.
The discussion in this practice note takes into account relevant Acas guidance: Acas guidance: How to manage performance (October 2014). This guidance has no statutory force and does not confer employment rights, but it is a useful indicator of good management practice.
An effective performance management process focuses on:
aligning the workforce with the strategic aims of the business
improving employee performance
supporting employee development and retention
driving better business results
Good performance management helps employees and managers to understand:
what the business is trying to achieve
their role in helping the business achieve its goals
the skills and competencies that they need to fulfil their role
the standards of performance required
how they can develop their performance and contribute to the development of the business
how they are doing
when there are performance problems
Before a manager can review an employee's performance, he or she must previously have set objectives for the employee. These objectives should be linked to the business’s strategy and business plan:
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