Performance Planning.

Definition of ‘Performance Planning’

Definition: Performance planning is a systematic and structured approach to successfully achieve the desired goals of an individual or team throughout the assessment year. A plan is chalked out for the team or an individual(s) keeping in mind the broader objectives of the organization.

Description: Performance planning is a crucial part of an employee’s growth in the organization. An effective performance planning system will be easy to understand, as well as to implement. It would also be accurate enough to provide the performance of an employee throughout the year.

There are four basic objectives of performance planning.
The first one is to communicate basic responsibilities that the individual has to perform on a daily basis. It could be reporting, data management, etc.

The second objective is to remove any vagueness in the goals and objectives that the individual has to achieve in the year or time period specified by the team leader.

The third is to identify and build on the competencies of an individual for doing the job. This helps in making employees more productive.

The fourth is to create an adequate career development plan for the individual which would keep him/her motivated. If an employee is well aware of his/her career as well as growth plan, he/she will be self-motivated.

The performance planning tool should be effective in monitoring as well as measuring the results. It should identify key performance levels which can easily be quantifiable. Performance metrics which are easy to identify are helpful in making comparisons.

The performance plan laid out would also be helpful in enlisting various training programs which employees can take to increase knowledge and productivity.

Normally, there is no specific format in making a performance plan, but it should have these four parameters. The first is to list the goals, the second is that it should contain various performance measures. The third one is that the performance planning should enlist various measures or action required to achieve desired goals, and the last one is that it should have a given time period for all goals.


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Welcome to HR blogging. The blog is all about Human Resources topics. Syed a Human Resources consultant and “all around curious guy,” as well as a blogger, who created the HR Blogging “so people would have a friendly place to discuss HR and workplace issues.” Syed’s 8+ years of experience are an excellent resource for small businesses and business owners alike. He is founder of few start-ups like and The blog is a resource for business leaders/HR professionals and candidates to understand the trends, competitive practices, and opportunities for improvement that face the human resources profession. The Topics include Recruitment/talent acquisition, HR generalist, learning and development, employee engagement, and more.

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