For the purpose of this course there are a number of fundamental differences I want you to note when it comes to a performance management plan and a personal development plan and both demand great skill from the line manager to know when to deploy either or both of them.

In essence every member of an HPO is on a performance management plan. This performance plan outlines the plans and actions agreed between the employee and line manager to ensure the employee delivers the results the individual and company need to succeed year on year.

The PMP ( performance management plan ) will contain agreed levels of activity, tasks, productivity and performance to ultimately deliver the results the individual and company need to succeed and hit profit margins year on year defined by the company's financial goals and business objectives.

Personal development plans covered in an earlier are mainly aimed at staff personal growth and personal development and are normally prioritised for high achievers or staff that have been identified as having the potential to go further within the organisation.

PMP'S all include an element of personal development but ultimately are their to manage individual performance and where agreed levels of activity and performance are not achieved, following periods of support and help the company's formal poor performance procedures can be utilised. This is always the last resort however if the individual isn't up to the task of hitting their individual targets HPO'S will exit them under the company's poor performance procedures or re deploy them in another part of the organisation where they can add value and be effective.

Remember the main principle of the HPO is all staff are fully accountable and take full responsibility for hitting their individual targets.

​“Performance management is the continuous process of improving performance by setting individual and team goals which are aligned to the strategic goals of the organisation, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills and abilities of people.”

At its core, performance management involves goal-setting, evaluation and reward. When performance management is done well, employees become more productive, profitable and creative contributors.

The first step of the performance management process is Planning.

1. 1.1 The defining stage. ...
2. 1.2 The feedback stage. ...
3. 1.3 The approval stage. ...
4. 2.1 Organise meetings on a timely, regular basis. ...
5. 2.2 Provide necessary training, coaching and solutions. ...
6. 2.3 Solicit feedback on both sides. ...
7. 2.4 Revisit objectives as necessary.
8. Agree what further action is required
9. Implement disciplinary procedures if necessary

PMP'S tend to run over a rolling 3 month period with formal action implemented after 3 months of continually failing to hit targets