Using your own job (current or past) and briefly discuss how your performance was
managed and evaluated.
Performance management can be defined as a management tool that allows the manager to
evaluate employees' work (Tardi, 2022). It helps managers to set specific goals, set parameters to
evaluate the progress and provide feedback based on the performance. This is a continuous
process that will help managers to attain the company's goal by properly utilizing the skills and
hard work of their employees (Tardi, 2022).
Furthermore, it helps managers to evaluate individual performance and make changes or provide
ways to enhance the skills of their employees (SHRM, 2021). Training and seminars can be
based on these evaluations which would help both employees and managers attain the company's
goals efficiently.
I used to work as a senior civil engineer as an employer's representative on several building
projects. The employer has established an in-house team of engineers that supervise the projects,
manage the contract, and make regular payments. At first, my performance was measured in line
with the project's performance. If the project I managed is performing well in terms of cost,
quality, safety, and other criteria then my evaluation will be good and vice versa.
However, this method has many flaws since the performance of the project is based on several
factors including the contractor's performance, consultant's performance, and third-party
involvement. Consequently, we agree to change the evaluation to reflect my individual
performance and the company's goals.
Then the performance evaluation becomes every week and it's based on specific parameters.
These include if I responded to the incoming letters on time, make payments on time, review and
replied to variation's documents on time, and others. These are easy to measure and directly
dependent on my skills and performance.
Using your experience, consider the three most important job duties and design three (3)
objectives or measurements using the SMART method.
managed and evaluated.
Performance management can be defined as a management tool that allows the manager to
evaluate employees' work (Tardi, 2022). It helps managers to set specific goals, set parameters to
evaluate the progress and provide feedback based on the performance. This is a continuous
process that will help managers to attain the company's goal by properly utilizing the skills and
hard work of their employees (Tardi, 2022).
Furthermore, it helps managers to evaluate individual performance and make changes or provide
ways to enhance the skills of their employees (SHRM, 2021). Training and seminars can be
based on these evaluations which would help both employees and managers attain the company's
goals efficiently.
I used to work as a senior civil engineer as an employer's representative on several building
projects. The employer has established an in-house team of engineers that supervise the projects,
manage the contract, and make regular payments. At first, my performance was measured in line
with the project's performance. If the project I managed is performing well in terms of cost,
quality, safety, and other criteria then my evaluation will be good and vice versa.
However, this method has many flaws since the performance of the project is based on several
factors including the contractor's performance, consultant's performance, and third-party
involvement. Consequently, we agree to change the evaluation to reflect my individual
performance and the company's goals.
Then the performance evaluation becomes every week and it's based on specific parameters.
These include if I responded to the incoming letters on time, make payments on time, review and
replied to variation's documents on time, and others. These are easy to measure and directly
dependent on my skills and performance.
Using your experience, consider the three most important job duties and design three (3)
objectives or measurements using the SMART method.
