Improving the quality of both people management and process management across the enterprise.
The goal of PERFORMANCE FIDELITY is to make it easier for people, workgroups, and units to align their performance results with organizational performance and business goals.
PERFORMANCE FIDELITY builds on the work done in the STRATEGIC APPRAISALS and WORKFORCE DEVELOPMENT MANAGERIAL DOMAINS to look at competency-based processes. Performance alignment analyses look at how the different parts of performance fit together across workgroups, units, and the whole organization. The previous analyses only looked at process performance. In this MANAGERIAL DOMAIN, IMPLEMENTATION TACTICS help put together a full picture of how well the organization is doing and how the integration of its different business activities is affected by IMPLEMENTATION TACTICS and activities. These analyses help management integrate the whole business and use the activities of the workforce strategically to reach the business goals of the organization.
Workgroups help their members improve how well they work together. Units make it easier for the people and units that make up it to work well together. Organizations improve how well their units' performance matches up with their business goals. The organization figures out how its workforce IMPLEMENTATION TACTICS and activities affect performance alignment and then uses numbers to manage these effects. 4.2.1.
Integration Conditions.
4.2.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for aligning performance across individuals, workgroups, units, and the organization as a whole.
Most of the time, this policy says:
The organization is committed to constantly aligning performance results at the individual, workgroup, unit, and organizational PHASES.
The business goals and stated values of the organization are served by the performance alignment activities of the organization.
Individual, workgroup, unit, and organizational performance is aligned by setting goals that can be measured.
Measurable goals for aligning performance are looked at and changed as needed if the organization's stated values or strategic business goals change.
IMPLEMENTATION TACTICS help put together a full picture of how well the organization is doing and how the integration of its different business activities is affected by IMPLEMENTATION TACTICS and activities. These analyses help management integrate the whole business and use the activities of the workforce strategically to reach the business goals of the organization.
Workgroups help their members improve how well they work together. Units make it easier for the people and units that make up it to work well together. Organizations improve how well their units' performance matches up with their business goals. The organization figures out how its workforce IMPLEMENTATION TACTICS and activities affect performance alignment and then uses numbers to manage these effects. 4.2.1. Integration Conditions.
4.2.1.1. Sustainability Factors.
SUSTAINABILITY FACTOR 1: The organization sets up and keeps a written policy for aligning performance across individuals, workgroups, units, and the organization as a whole.
Most of the time, this policy says:
The organization is committed to constantly aligning performance results at the individual, workgroup, unit, and organizational PHASES.
The business goals and stated values of the organization are served by the performance alignment activities of the organization.
Individual, workgroup, unit, and organizational performance is aligned by setting goals that can be measured.