Personal Development Plan For Performance Management.
B.P.M. Wijesekara.
At the beginning to get identified or to get recognize the basic meaning of the title it is a must to understand the word PERFORMANCE.
Few introductions about what is PERFORMANCE,
"Behaviour that accomplishes results" (Armstrong, 2017).
Assessment of performance entails evaluation of inputs and outputs (Brumbach, 1988).
In order to improve and increase the performances or management of performances, and value of the performance management discussed in a large and broad manner from time to time by various literature articles.
Eisele et al. (2013), have discussed the importance and the effectiveness of personal development plans and why organizations need to support personal development planings.
Why do personal development plans are needed?
Basically in the concept of performance management methods using in respect of improving or sustaining the current performances of an employee or group of employees or as a common unit of an organization, the recognition of the idea of personal development plans plays a significant role.
To the employees to do better in the future or to identify and avoid past performance problems, the concept of personal development plans can be identified as a tool.
Further, the idea of personal development planning can be identified as an action plan which could be used to fulfill the academic, personal or career-based goals of an individual. The recognitions of strengths, weaknesses, and needs to improve also can be gathered by practicing proper personal development plans.
Beansaert et al. (2011), Said that continuous learning drives help to business success and personal development plans identified as a popular tool and at the same time effectiveness of the personal development planning also discussed with some practical examples.
Key characters of the concept.
Specific for each individual.
Related with short and long term ambitions.
Must recognize the obstacles can have.
Can include a contingency plan as well.
With the examples and literature reviews taken on the topic, it is understandable of the value and need of proper personal development planning in performance management practices and there are number of global and local organizations who have succeed in the use of the same. A person or an individual in an organization will become the entire unit he or she works when all the individuals in the same unit considered as a common one base and that relevant team make a huge impact on the respective organization in the operations or decisions in action. Therefore even one single person or an employee matters in huge concern for any kind of an organization in global or local concept even at the large or small scale level.
As self-reflection on the title it is very much needed to have a proper realization on the importance of the concept for me as a practical planter who needs to be aware on performance management practices and to overcome with the obstacles facing while running to the expected performances in the industry.
Conclusion.
Every organization or person as a team or as an individual, highly depending on the performances in terms of achieving targets, making profits, or maybe even in a charitable working environment as well. So the value of performance management is an obvious thing to have to sustain in the changing conditions of day-to-day business world. In terms to have proper performance management practices, it is highly recommended to have the tool of personal management planning in any business unit.
References.
M Armstrong - 2017 - Kogan Page Publishers
Available at:
[CITATION] Armstrong on reinventing performance management: Building a culture of continuous improvemen
GB Brumbach - Public personnel management, 1988
Available at:
[CITATION] Some issues, ideas and predictions about performance management
S Beausaert, M Segers, W Gijselaers - … resource development …, 2011 - Taylor & Francis
Available at:
https://www.tandfonline.com/doi/abs/10.1080/13678868.2011.620782
[Accessed 11, 12, 2020].
L Eisele, T Grohnert, S Beausaert… - European Journal of …, 2013 - emerald.com
Available at:
https://www.emerald.com/insight/content/doi/10.1108/EJTD-02-2013-0015/full/html?fullSc=1
[Accessed 11, 12, 2020].
Individuals should be identified and provided the opportunity to develop. However development should be done with a long term plan. The employee also should comply
ReplyDeleteEvery Organization should have a Devolopment plan. This will improve the employees enthusiasm
ReplyDeletePerformance management in the organization can be effectively driven when it is well defined and aligned with the structure of the organization. As we know , organizations should have a clear cascading of goals from top to bottom by aligning individual roles towards those goals. When those goals are being reviewed in the structured manner it can be identified who and in which area to be improved in order to improve organizational performance.
ReplyDeletealmost all organizations give promotions according to employees performances. It includes professional development as well as personal development. This will ensure that the employee get a clear future in his job.
ReplyDelete