Standards Development

Scope

This document specifies principles, tools, and processes for performance management, including performance goal planning, performance monitoring, performance evaluation, performance feedback, and digital management processes in the process of performance management. It provides guidelines for evaluating the performance of employees efficiently and effectively and supporting employees in a way that provides high-quality work, development, and career satisfaction.

Provided that the organization has a clear strategic goal orientation and needs to manage and evaluate the work performance of its employees, any organization of any size, type, structure, and nature can use these guidelines to carry out performance management. Different types of organizations can select suitable performance management methods and tools according to their characteristics and needs.

Purpose

According to ISO/TC260 Strategic Business Plan, performance management is among the top 10 current priorities in HRM capability, and listed as a major issue in support of a sustainable organization. In practical field, it is also one of the most important HRM aspects, which has a profound impact on the sustainable development of both organizations and employees. However, there are deficiencies in current ISO standard to meet the urgent need for guidance in building a scientific performance management process for organizations. Although not a new managerial method, there are often misunderstandings among different organizations in implementing performance management, especially in today’s challenging world. For example, lacking of clear goals, focusing solely on shortterm results, adopting subjective evaluations, lacking of regular feedback and employee evolvement, ignoring the connection of performance management with employee career development, exaggerating or ignoring digitalization in performance management, etc. It is important to be aware of these misunderstandings and strive to address them through clear guidance to realize the common sustainable development of people and organization. By providing performance management tools and process guidelines, this standard helps organizations to improve the efficiency and effectiveness of implementing performance management work, enhance the HRM profession and its practices, and promote the sustainable development of employees and organizations in the long-run. The functions and benefits of this standard are as follows: --Connect employee job allocation and personal development plan with organizational strategy. Performance management helps the organization to clarify goals and align the work of employees with the strategic objectives of the organization. By setting specific performance indicators and goals, employees can clearly understand their work priorities and expected outcomes, and thus work more focused on achieving the goals of both the organization and personal development. --Improve job performance. It provides employees with feedback and coaching to help them understand their job performance, identify areas for improvement, and have the opportunity to continuously improve their work capabilities and performance levels, thereby improving the overall performance of the organization. --Employee development. Employees can understand their strengths and weaknesses through regular evaluations and feedback. Based on the results of performance evaluations, the organization can work with employees to develop personalized career development plans, including training, promotions, project opportunities, etc., which helps employees achieve their personal career goals. Therefore, in a rapidly changing work environment, performance management can help employees adapt to new requirements and challenges, continuously improve their abilities, and maintain their competitiveness.