So far, we have explained what performance management is and the importance, even, of employee evaluation. But what is the real difference between these two tools? There are some, although many people understand that both approaches are synonymous. First, it is important to know what performance management is. As we have seen, it is a comprehensive tool that involves dialogue between managers and employees to achieve the best possible result. Performance evaluation is a top-down analysis that aims to level and periodically classify the performance of a company's professionals. Therefore, it is one of the components of management. Even so, the assessment made in this case is not continuous. It is restricted to analyzing past results and is performed once or twice a year, depending on organizational policies annual performance review.
To better understand, see what characterizes the performance evaluation:
For this reason, performance evaluation is an option with much less benefits, which is why companies increasingly choose more efficient management.
Individuals are different and must be treated as such. Using performance reviews based on ranking and goals to conduct remuneration decisions is not always a good idea. Currently recommended is to adopt customized experiences so that the professional feels valued. This measure also helps in retaining talent. In short: knowing what performance management is is essential to make a good assessment and ensure the continuity of good results in the company. This approach is a trend around the world and has several benefits for your company. And you, already apply this idea in your business or have any questions? Tell us by leaving your comment!
Implement Competency Management
Competence-based management is an approach in the HR sector in which the company's future is strategically planned from the people involved in internal processes . The idea is to discover the talents of these professionals, in addition to retaining the best in their teams. With this management, everyone can collaborate based on their particular skills and duties. Thus, it is possible to solve problems of administration of employees and of the business management itself, as a whole. If this concept is still very new to you, don't worry. In this post, we will show you how it works and how it can be implemented, as well as some of its main benefits. Continue reading to check it out!
The operation of management by competence
First of all, we must keep in mind that human capital is today one of the main competitive advantages of a company. Knowing this, it is easy then to understand the importance of encouraging these employees to present the necessary skills to accomplish their challenges in the shortest possible time.The best way, in this sense, is to develop an organizational culture focused on innovation and process improvement. And this is where management comes back to the skills that employees already carry with them, due to their experiences and particularities.
The company can detect these qualities based on three pillars, defining how much an employee is able, or not, to perform a certain function. Are they:
• knowledge - what, in theory, the person knows about the company's area of expertise and the position itself;
• skills - what the person is able to perform in practice;
• attitudes - the ability to perform job functions and other issues, such as posture in the workplace and determination.
These three requirements can be applied and investigated with an organizational bias - aimed at the company and the team of employees, as a whole - as well as individual, with a focus on each of the professionals. In fact, competency-based management is a mix of these two capabilities, and depends on both to keep the business competitive.
