Performance Management and Employee Success

Running head: Human resource management
Human resource
management

1
Performance Review
It is seen that the argument against performance review was made a long time ago. So, in
this paper we will analyze that performance review is not only linked with appraisals but it is
also a developing process that facilitates good communication, efficiency, effectiveness and also
helps to achieve both long-term and short-term goals (Dhar, 2015). Performance review is a
process of communication between employees and managers to create a proper understanding of
organizational goals with the efforts of both employees and organizations performance.
Managers and employees come together so that negotiation can be made in a performance
agreement (Albrecht et al., 2015).
Performance review takes into consideration proper evaluation of the performance of the
employees so that they can perform with more dedication. Managers of the organization also
observe that the employees are working according to the expectation level of the company
(Griffin and Moorhead, 2011). When behavioral problems or performance issues are identified
in the organizations then it is important to develop a performance improvement plan where
managers will offer coaching and feedback to help the employees to achieve overall objectives
(Atmojo, 2015). It is important for the employees to discuss with the managers so that
development plan can give emphasis on development in a current job but can also enhance the
ability to consider the responsibilities so that the organizational goals can be achieved easily
(Cascio, 2018). So many organizations have taken into consideration proper communication
process with the employees so that the views can be shared properly.
Performance review is done in once or twice a year that helps the managers and
employees to improve and search for the solutions to the issues that hinder the capability of the
employees to attain standards that are described in the agreement of performance. The
approaches that are used to conduct the process of performance review are a 360-degree
evaluation, which is known as a multi-rater approach where feedbacks are taken from customers
and top management (Brewster et al., 2016). Using pre-determined approach to measure the
performance agreement also measures decisions so that the performance can be improved by the
employees and also corrective decisions can be taken or human resource decisions like
promotions, rewards, and transfers. To manage the performance of the company it is important

2
that employees should be clear about goals and strategic mission so that they can complete their
activities in a proper manner (Armstrong and Taylor, 2014).
There are many methods that are used to review the performance of behaviorally based
techniques in which the self-review is done of the employees that help to appraise the managers
of the organization. Self-review analyzes the ability of the employee to conduct the activity of
the organization (Kehoe and Wright, 2013). Next method is rating scale that is done by
considering the behavior of the employees. When the employees conduct the activities the rating
is given by the top management so that they can conduct the activities properly. Next is a result
based method that considers SMART goals or principles like sound, measurable, relevant, and
achievable and also the balanced scorecard (Cameron and Green, 2015).
Figure 4: Source: Vaidyanathan, S. 2014, 360 Degree Performance Appraisal, Research Gate,
Accessed
https://www.researchgate.net/post/How_can_I_implement_a_360_degree_performance_apprais
al_system_in_an_organization (Links to an external site.)
Effective performance management systems should be clear and well communicated so
that performance management policies can be managed. It also helps to ensure the clear
objectives and the standards related to performance so that proper skills can be acquired by the