Performance planning implies a formal procedure for navigating and planning the goals of an individual or an organization and then planning the best means to acquire them. It can be performed by the employee as well as the employer via an elaborate plan known as the development plan.
Performance planning is a primary step in the performance management process where it is determined what a job is, what it entails, and how it would be done.
Performance planning is an unsophisticated way of ascertaining that an employee puts in quality inputs that further ensures the outcome expected from him/ her. Planning is a way of providing a sense of direction. Generally, it is said that the performance of an individual can’t be mapped, instead, an organization’s or department’s performance should be depicted. However, planning for an individual is easier than doing the same for an organization.
The performance of an individual is susceptible to fewer factors and thus, lesser uncertainties occur at this level. The individual performance plans must be renewed annually or quarterly however, only slight changes could be introduced.
The development of the performance of employees is of paramount significance in an organization. A performance plan clarifies the organization’s purpose and helps set realistic goals that are consistent with the objectives of the company.
Once planning is done, the next thing is to convey these goals to the units of an organization while ensuring the effective use of the enterprise’s resources by concentrating on the priorities.