Performance Management Long Island City NY

Performance management is a synchronized methodology that includes gathering tangible information regarding the work ethics, behavioral patterns, and skill sets of individual employees throughout an organization to create a business strategy that will incorporate teaching management proper communication techniques that will result in the execution of the various tasks necessary to achieve pre-determined corporate goals. The benefits are numerous and include encouraging the fair treatment of all employees based on performance, and providing a roadmap for the entire organization that is structured to foster growth and accomplishment to achieve goals within the company by providing benchmarks and standardized practices.


1 . Local Companies

1-800 We Answer
(212) 868-1121
545 8th Avenue, Suite 401
New York, NY
IKON Office Solutions
(212) 695-2460
One Penn Plaza
New York, NY
NYC BabyDahllModelz
347-421-8778
175-15 93rd ave
jamaica, NY
Schneider Larry & Associates
(718) 482-2003
3000 47th Ave
Long Island City, NY
Behr Asset Management
(914) 925-3404
411 Theodore Fremd Ave
Rye, NY
Briz.com
(866) 622-2749
15 Garden Lane
Lawrence, NY
Asian American Business Development Center
(212) 966-0100
80 Wall Street
New York, NY
Speed Wire
(516) 945-6898
One Penn Plaza
New York, NY
T W R Express
(718) 472-5859
3830 Crescent St
Long Island City, NY
Waldner's Business Environment Inc
(718) 707-0434
5025 34th St
Long Island City, NY

2 . How Performance Management Can Positively Affect Behavior

Human resources departments throughout the world are often overwhelmed with employee issues regarding performance and behavior. Without the benefit of business performance management, these human resources departments are often left with the difficult task of acting as a mediator between management and employees.

With performance management tools and techniques in place, employees are individually and fully aware of the expectations of management regarding their performance. With each employee armed with a predetermined course of action and timeline that corresponds with the goals of their department and the organization as a whole, their working time is maximized, leaving little time or mindshare to focus on petty or insignificant issues.

With all employees "in the same boat," they will all be aware that their progress -or lack thereof - is being monitored and measured by way of a trusted and advanced scientific method. There will be no easy way to disguise their lack of performance, if they are not completing the tasks assigned or meeting the expectations of the company. Employees who are prone to slacking will have to step up to the plate - or risk losing their job. Alternatively, those employees who are exemplary performers can be easily recognized and considered for salary increases, promotions, or training opportunities.

3 . Performance Management Provides Supervisors With Measurable Results

Being a manager or supervisor is not an easy task. Some staff members may have annoying habits that are in essence not harmful to the business, but annoying, nonetheless. Performance management tools and techniques enable supervisors to base their performance reviews on measurable results, not personality traits. This can help supervisors and human resources departments focus on capitalizing on the employee's business strengths, not weaknesses or annoying habits, as they are considered for various tasks and opportunities within the company. Often, annoying habits are the result of nervousness on the part of the employee, and knowing that the company is utilizing business performance management throughout the organization can alleviate fears of being treated unfairly and correct habits that stem from anxiety related to their job.

Business performance management can also help supervisors see exactly how their staff member's time is being spent. It is common for supervisors to mistake an employee who is "acting busy" as being a productive employee. With a performance management system in place, the employee's performance is accurately measured and can be analyzed to determine whether the individual is following guidelines to complete the tasks necessary to meet company expectations.

In addition, performance management makes it relatively simple for management to identify which steps in a business process may have caused difficulties for their employees. This enables supervisors to work with each employee to resolve the issues, if it is in regard to a particular issue with an individual who is viewed as an overall valuable employee, or justifiably dismiss them if they are not performing due to lack of dedication or skills required.

4 . Aligning Company Procedures And Goals With Performance Management

Business performance management techniques combine the most effective flow of processes and procedures that will lead to the desired company goal. By clearly identifying and presenting the results needed to achieve individual and collaborative departmental goals, processes and procedures can be examined to ensure alignment with organizational goals.

One goal can consist of many different processes and procedures that are carried out from various locations and between several different departments. Performance management provides a customized business roadmap, and suggests the allocation of the most appropriate resources by department, location, and specific employee to serve as a guide towards achieving the results necessary to reach the intended goal in the most efficient way possible.

When goals and results are in complete alignment, business processes and procedures are strategically designed to meet or exceed company expectations. Without performance management, the focus tends to be on activities. With performance management in place, the focus is shifted to results. When the focus is on results, performance reviews carried out by both supervisors and human resources departments become a strategically streamlined process in accordance with company goals.
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