Following are the elements of behavioural performance management:
Focus on Process
A focus on desirable employee behaviours is really scrutiny of the process that employees use to accomplish their work objectives.
One way an organisation can ensure that employees perform their jobs is through the development of internal policies and procedures.
The more specific the procedures, such as flowcharts that indicate decisions employees should make in the scope of their work, the more that employees can be expected to execute the routines in their work processes correctly.
A performance management system consists of a form that a manager uses to evaluate employees in their specific position.
Each employee’s evaluation form includes statements describing general behaviours, such as completing work assignments by the deadline, or specific behaviours, such as drafting letters of correspondence with fewer than three grammar, punctuation, and spelling errors.
No matter what kinds of statements are included on the forms, these statements will describe the essential criteria that employees need to perform well to help their business department achieve its goals,
Some organisations link their descriptions of desirable behaviours into competency statements, while others focus on statements reflecting how employees embody the organisation’s core values.
Both types of statements outline a minimum level of competency so workers know what kind of behaviours to use in the workplace. Behaviours must always link to desired results for the organisation to achieve in the business environment.
Link to Recruitment and Selection
An organisation that wants to make the most use of its performance management system will link behavioural competencies to the recruitment and selection process.
The desired behaviours in a new hire will be included in the job announcement in some form, perhaps under job criteria, and included in essay questions, interview questions, and other applicant screening instruments.
Hiring managers will look for these behaviours during every interaction with applicants. When an employee gets a new job with the organisation, she will know at the start how the organisational culture values certain behaviours over others.