Traditionally Performance Management is treated as an isolated function. The performance planning is done on an ad hoc basis and no correlation exists between the performance plan of the employee and the job profile used for the other Human resources functions. Most of the time the responsibilities of the employee is based on the perceptions of the supervisor or manager of what the person should be doing during the evaluation period. Usually it contains fuzzy statements and no clear guidelines of what the employee is expected to achieve.
The CBM provides clear guidelines of what the employee must do, what outputs must be delivered and at what standard. It also indicates what process and procedures, policies, etc. must be followed in the process of delivering the output. It also indicates what Performance Indicators will be used to evaluate the employees performance. All the required information is contained in the Job Profile.
The following diagram will be used to explain how the Job profile can be used for performance management:
The highlighted information of the Job profile in the diagram above, contains all the information required to do performance management. The following process could be followed to do performance management:
The following diagram is a summary of the above process: