- "Business performance management (BPM), also known as corporate performance management (CPM) enterprise performance management (EPM), organizational performance management, or simply performance management are a set of management and analytic processes that ensure activities and outputs meet an organization's goals in an effective and efficient manner."
The study of the measurement and evaluation of the effectiveness, efficiency, and quality of public sector organizations and their policies and programs.
Definition and Concept of Performance Evaluation: This topic covers the essential meaning and concept of performance evaluation in public management. It aims to provide an overview and understanding of the process and the importance of performance evaluation.
Goals of Performance Evaluation: This topic discusses the goals and objectives of performance evaluation in public management. Its focus is to identify the purposes of performance evaluation in effectively measuring performance and enhancing employee development.
Performance Management Systems: This topic explains the various systems, processes, and methods used in performance management, including performance standards, appraisal methods, and feedback loops.
Performance Metrics: This topic covers the metrics used to measure performance in the public sector, such as efficiency, effectiveness, and value for money.
Key Performance Indicators (KPIs): This topic covers the essential and measurable criteria that are used to indicate how well an organization, program, or project is performing.
Performance Improvement: This topic explores ways to improve performance in public management, such as process improvement, innovation, and learning and development.
Performance Evaluation Methods: This topic covers various performance evaluation methods such as 360-degree feedback, employee self-assessment, and peer review.
Communication and Feedback: This topic covers the feedback loop and the importance of communication in performance evaluation. It includes the significance of effective communication, constructive feedback, and key skills such as active listening and empathy.
Legal and Ethical Issues in Performance Evaluation: This topic covers the legal and ethical considerations in performance evaluation, including issues such as confidentiality, objectivity, and fairness.
Challenges and Best Practices in Performance Evaluation: This topic covers the significant challenges and best practices in performance evaluation, such as the need for regular evaluations, continuous learning, and monitoring systems.
Self-Assessment: An evaluation method where employees assess their own performance and provide feedback.
Peer Review: A performance evaluation method where colleagues assess each other's strengths and weaknesses and provide feedback.
360-Degree Feedback: A performance evaluation method where employees receive feedback from their superiors, colleagues, and subordinates.
Management by Objectives (MBO): A performance evaluation method where employees set specific goals and objectives for themselves that align with the organization's overall objectives.
Graphic Rating Scale: A performance evaluation method that involves the use of a scale to rate an employee's performance in specific areas such as job knowledge, productivity, communication, etc.
Behavioral Observation Scale (BOS): A performance evaluation method where the evaluator observes the employee's behavior and rates them on specific behaviors expected for their job.
Work Sample Test: A performance evaluation method where the employee performs a specific task related to their job, and their performance is evaluated based on their results.
Critical Incident Technique: A performance evaluation method that involves keeping track of specific significant, meaningful events that occurred on the job, and use these incidents to evaluate the employee's performance.
Comparative Method: A performance evaluation method in which an employee's performance is compared to that of other employees in the same role or department.
Balanced Scorecard Method: A performance evaluation method that measures an employee's performance using four perspectives: financial, customer, internal processes, and learning and growth.
Leadership Assessment: A performance evaluation method that evaluates an employee's leadership qualities or specific competencies related to leadership.
Continuous Evaluation: A performance evaluation method where feedback is given on an ongoing basis throughout the year rather than just at the end of the year.
Forced Distribution: A performance evaluation method that requires managers to assign a certain percentage of employees in different performance categories (excellent, good, average, and poor).
Ranking: A performance evaluation method that ranks employees based on their performance from highest to lowest.
Management by Exception (MBE): A performance evaluation method that focuses on identifying and addressing significant deviations from expected performance.
- "Also known as corporate performance management (CPM), enterprise performance management (EPM), organizational performance management, or simply performance management."
- "Business performance management is contained within approaches to business process management."
- "Performance management can focus on the performance of a whole organization, a department, an employee, or the processes in place to manage particular tasks."
- "Performance management standards are generally organized and disseminated by senior leadership at an organization and by task owners."
- "Tasks and outcomes of a job, providing timely feedback and coaching, comparing employees' actual performance and behaviors with desired performance and behaviors, instituting rewards, etc."
- "Specialists in many fields are concerned with organizational performance including strategic planners, operations, finance, legal, and organizational development."