Lesson 1, Topic 1
In Progress

3.4. Identify own responsibilities

ryanrori January 23, 2021

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You, each member of your staff, and your Human Resources department all play vital roles in the performance management program.  These responsibilities are summarised below:  


  • Prepare for each performance review session by carefully reviewing the employee’s performance from the previous year and evaluating future opportunities for career development. 
  • Schedule and hold the performance discussion with the employee. 
  • Submit the final performance review form and give a copy of the evaluation to the employee and your principal administrator.  


  • Prepares for the session by reviewing the goals he or she set during the previous year’s performance review and his or her performance against those goals. • Notes areas in which he or she exceeded these goals, as well as obstacles to his or her achievement. 
  • Considers development opportunities for the forthcoming year and identifies areas for improvement. 
  • Analyses his or her PDQ to determine any changes that could help in reaching his or her professional goals and/or the goals of the college.  

Human Resources 

  • Initiates the evaluation process by notifying you and sending you a performance review form. 
  • Acts as a resource for both you and your employee in preparing for the performance discussion. 
  • Helps you and your staff member identify appropriate career development opportunities. 
  • Maintains a file of all completed evaluation forms for each employee.   

Performance management can be regarded as a proactive system of managing employee performance for driving the individuals and the organisations towards desired performance and results. It’s about striking a harmonious alignment between individual and Organisational objectives for accomplishment of excellence in performance.

Identify improvements that can be made

Performance management involves more than simply providing an annual review for each employee. It is about working together with that employee to identify strengths and weaknesses in their performance and how to help them be a more productive and effective worker. Learn how to develop a performance management system so that you can help everyone in your organisation work to their full potential.

Evaluate your current performance appraisal process

Look at what type of feedback you are providing to your employees. Determine if there is anything you need to change or add to the evaluation itself. You may decide to build on what you already have or to develop a new system altogether. 

Identify Organisational goals

Performance management systems help rally staff members around your organisation’s goals because they help staff know how they are to be involved in reaching that goal. Take the time to clarify what your goals are for the next year as a company. 

  • Identify processes or procedures that could be simplified or done more effectively. 
  • Declare your sales goals for the next year or new products you would like to develop. 
  • Share your hope for better communication between departments and staff members. 
Set performance expectations

As you sit down with each employee, clearly lay out your expectations for them. 

  • Acknowledge what they are already doing well. Use this to encourage them. 
  • Share some weaknesses that you have observed in them and in their work habits, and how overcoming those would help their performance in the company. 
  • Identify specific things you would like them to accomplish over the next year, or whatever time frame works best for you. Prioritise these so the staff member knows which is most important and make sure to give them a deadline for each task.