How often is performance related to employees?
Managers?
An entire organization?
Research indicates that performance, as related to the work environment, most often reflects such things as appraisal, key performance indicators, continuous improvement, process improvements, and training. These are all worthwhile considerations but fail to define the specific components that will deliver desired results – interrelated and dependent upon one another…
Human Performance – Relates to the quality and quantity of required work-related activities completed in a specific amount of time by one person.
Organizational Performance – Relates to the actual performance of the entire organization – all units and all people – that is generally compared to the desired performance needed to achieve defined goals or expectations.
The success of GFWC in delivering improved results that are measurable and sustained over time is dependent upon improving performance. Thus, it is critical to clearly detail how we view and use performance as the key element in our approach.
The Power Of Performance
The late C. Glenn Valentine – one of the original founders of the National Society for Performance and Improvement (now the International Society for Performance Improvement) – devoted his career to developing performance-based approaches that would contribute to helping worldwide organizations improve bottom-line results. His work has stood the test of time and many of his models are used by GFWCS today. Please click here to view part of a presentation Mr. Valentine made on Performance Management and the factors that influence performance.
What do you think of when you hear the word
P?
Webster's Dictionary Defines Performance as "the execution of the functions required of one."
What do you think of when you hear the word:
Performance?
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