Page 101 - DMGT517_PERFORMANCE_MANAGEMENT_SYSTEM

Performance Management System

Notes 4. Dialogic Relationship in Goal Setting and Performance Review: Performance counselling
focuses not eh counselee’s achievement of the performance goals he had set in consultation
with his manger. Joint participation by the employee and his reporting officer are necessary

both in goal setting as well as in the performance review. Without such collaboration effort,
counselling does not achieve its purpose.
5. Focus on Work-oriented Behaviour: The main purpose of performance counselling is to
help the employee in improving his performance. Counselling can be effective if the focus
is kept on the work-related goals rather than diffusing attention into various other areas.
While doing so, discussion may involve other related and personal issues, but these are
used to refocus on improvement of organizational roles rather than on personal or general
personality problems.
6. Focus on Work-related Problems and Diffi culties: Performance counselling is not related
only to the achievement of goals, but also to the contextual problems in achieving or not
achieving the goals. Analysis of performance therefore becomes the basis of counselling.
7. Avoidance of Discussion of Salary and Other Rewards: Performance counselling may not
serve its purpose if it includes discussion about salary raise, rewards, etc. The main purpose
of performance counselling is to use performance appraisal in planning and improvement
of the employee, rather than understanding relationship between performance and reward
like salary, etc. Bringing such discussion in the performance counselling may vitiate the
main purpose of counselling.

Performance Counselling in Hanford Pharmaceuticals

anford Pharmaceuticals intends to give employees reasonable opportunity

to improve their performance as soon as they have been notified that their
Hperformance is falling below a satisfactory level. When performance is below a
satisfactory level, communication will be through the performance counselling process.
Performance counselling is designed to identify performance problems and to recommend
action plans for development and correction. Performance counselling offers the employee
a fair, objective, and consistent program for development while offering the supervisor
an unbiased and expeditious method for communicating expectations and performance
standards.
Performance counselling is used for performance-related situations that affect productivity,

quality, interpersonal relations, and efficiency. The focus of performance counselling is
to promote employee success by identifying deficiencies and agreeing on method(s) for

improving employee performance to a satisfactory level. Since the performance counselling
is intended to be action oriented, every session will include scheduled review dates to
monitor the employee’s progress toward success.
Examples of performance-related issues that may require counselling are:

• Consistent errors in work • Inconsistent performance
•Inability to perform assigned work • Poor communications
• Adversely affecting others’ ability to do work

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