Performance management system

Abstract

A computerised method of managing the performance of an employee or a group of employees of an organisation, the method comprising the steps of: a) creating a job description containing jop description data for an employee or group of employees, b) creating an objectives file containing objectives data relating to objectives to be achieved by the employee or group of employees in the performance of their job description, c) processing of the job description data and the objectives data to obtain defined performance expectation data for employee or group of employees, d) receiving performance data obtained from the organisation relating to the performance of employee or group of employees, e) comparing the performance data with the defined performance expectations data and f) creating and/or modifying a development plan for the employee or group of employees.

1 . A computerised method of managing the performance of an employee or group of employees comprising the steps of: 
 (a) defining performance expectations of a specific employee or specific group of employees by; 
 creating a job description for that specific empolyee or that specific group of employees,  
 setting objectives to be achieved by the employee or group of employees in the performance of their job description, and  
   (b) monitoring performance of an employee or that group of employees by analysing performance data obtained from the organisation on that employee or that group of employees with reference to the job description and objectives set.    
     
     
         2 . A computerised method according to  claim 1 , including the further step of reviewing the performance of the employee or group of employees and creating or modifying a development plan for the employee or group of employees.  
     
     
         3 . A computerised method according to  claim 1 , wherein the steps are integrated.  
     
     
         4 . A computerised method according to  claim 1 , wherein the job description comprises a list of responsibilities, tasks.  
     
     
         5 . A computerised method according to  claim 4 , wherein the job description further comprises key performance indicators, expected results, purpose, title and special considerations.  
     
     
         6 . A computerised method according to  claim 1 , wherein the job description is associated with one of a number of associated person specifications and is assigned to an employee or group of employees.  
     
     
         7 . A computerised method according to  claim 1 , wherein the job descriptions are analysed by using competency dimensions and data obtained from one or more surveys.  
     
     
         8 . A computerised method according to  claim 1  where status and version controls are used to control the quality, proliferation and assignation of job descriptions and person specifications.  
     
     
         9 . A computerised method according to  claim 1 , wherein the step of defining the expectation of performance additionally includes the step of selecting and creating tools for selecting a candidate for a specific job based on the job description and competencies detailed in the person specification.  
     
     
         10 . A computerised method according to  claim 1 , wherein the objectives agreed are individual objectives based on the tasks and responsibilities in the job description and organisational objectives created by the organisation.  
     
     
         11 . A computerised method according to  claim 1 , wherein the objectives are weighted and prioritised, and are associated with measures and expected results.  
     
     
         12 . A computerised method according to  claim 1  wherein all performance expectations-job descriptions and objectives, may be reviewed for appropriateness by all relevant parties prior to their agreement.  
     
     
         13 . A computerised method according to  claim 1  wherein the step of setting objectives includes a step of the objectives being agreed to by employees and managers.  
     
     
         14 . A computerised method according to  claim 1 , wherein different users have different access rights and functions depending on their role, such access rights being easily configurable by the organisation.  
     
     
         15 . A computerised method according to  claim 1 , wherein the performance monitoring step includes a survey process.  
     
     
         16 . A computerised method according to  claim 1  wherein the performance monitoring process includes capture of organisational performance data in a performance diary through interfaces to external systems.  
     
     
         17 . A computerised method according to  claim 1  wherein the performance monitoring process includes entry of performance related information to the performance diary by managers and employees.  
     
     
         18 . A computerised method according to  claim 1  wherein the performance diary displays feedback from 360 degree surveys.  
     
     
         19 . A computerised method according to  claim 1  wherein the performance diary provides an integrated display of all performance data against directly related performance expectations.  
     
     
         20 . A computerised method according to  claim 1  wherein the performance review process displays all performance expectations contained in the job description and agreed objectives, with clearly related information on actual performance from the performance diary.  
     
     
         21 . A computerised method according to  claim 1  wherein the performance review process includes entry of comments and ratings by employees and managers.  
     
     
         22 . A computerised method according to  claim 1  wherein the performance review process includes moderation, validation and approval steps.  
     
     
         23 . A computerised method according to  claim 1  wherein the performance review process includes references to the performance definition module for the purposes of updating performance expectations.  
     
     
         24 . A computerised method according to  claim 1  wherein the performance diagnosis process includes step by step identification of causes of performance problems and appropriate remedial actions.  
     
     
         25 . A computerised method according to  claim 1  wherein the performance development planning process includes updating of individual resource, competency and training requirements, and other actions related to development such as succession planning and job secondments.