Human Resource Performance Management System

This article discusses the importance of performance management in improving overall performance and aligning employee performance with organizational goals. It covers various components of an effective performance management system, such as motivation, culture, feedback, and timing. The article also explores different methods and approaches to measure employee performance and highlights the negative effects of a weak performance management system.

HRM
Human resource- performance management system
Student name
5/4/2019

Human resource management 1
In this competitive world, every organisation makes an extra effort to gain success as
compared to the other firms and further for improving the overall performance, every
organisation at some particular time review the performance of the employees and
performance management does all this. According to Jaksic and Jaksic (2013) performance
management is a continuous process for improving an overall performance, which are aligned
with the organisation plans, to achieve goals, reviewing and assessing progress and
developing knowledge skills and ability of employees. If we consider performance,
management in a holistic process performance management is a link in between
organisational competitiveness and human resource function, which ensure that employee
performance is aligned to organisational goals.
Moreover, performance management is a way to generate feedback, having accountability
and documentation for the performance outcomes. Hence, all these are managed by the
organisation within the set process. In terms of components of effective performance
management system, factors such as motivation, culture, feedback, holding a performance
conversation and lastly timing are considered when judging the overall performance and
measure the effectiveness of the employees towards work and the organisation (Dhar, 2015).
.If we talk about motivation, it is one of the basic tool or a component, which every
organisation applies as it helps in clarifying the job expectation of the employees and helps in
developing their abilities by providing top the job training. Moreover, with this factor
employees will work more dedicatedly, take challenges, and put extra efforts into
organisation success. Another component highlights about the culture, the company culture
majorly displays about set clear expectation about employees for their jobs. These
expectation highlights about honesty, timely communication, collaboration of projects,
friendly, suggestion for new ideas and lastly numerous ways of acting that helps the company
and employees both move forward (Sanders, and Sanders, 2013).
Other than this, feedback is also one of the main elements for effective performance
management system, in which feed forward has total focus over future. Hence, this helps the
employees to look at corrective actions so that organisation workings can be performed at
faster pace. Lastly and most importantly, holding a performance conversation in which
certain questions are discussed such as career growth and directions, contribution made to an
organisation, innovation and new initiatives so that top management gets an idea for the set
strategic goals. Through this, expected goals and the expectation of employees and

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companies values and culture are get aligned and worked accordingly so that it should benefit
both employees as well as organisation while generating success. Thus, it is proven that to
judge the effectiveness of the performance by the performance management system timing
motivation, feedback and culture are important. Hence, certain performance improvement,
employee development and behavioural management help in establishing the various
cultures, which thus leads to continuous improvement within an organisation (Cases, et al
2012).
For example- Even vice president of product, marketing, and strategy at Saba+ halogen states
that certain things such as management involvement is must, in which managers need to set
performance expectation, providing feedback and coaching. Setting higher goals so that
employees work more efficiently and can achieve set goals for both now and in future.
Further if we talk about various different methods and levels to measure the performance in
organisation. In terms of levels their a process which starts with clearly defines the firms
mission and statements, then certain identification of the firm strategic objectives such as
profitability, market share, quality, flexibility, dependability and innovation are considered.
Then, organisation develops an understanding the functional area role in achieving the
various strategic objectives. Further, there is a development of global performance measure
so that the firm’s overall competitive position of management can be judged (Gunday,
Ulusoy, Kilic, and Alpkan, 2011).
Then communication of the strategic objective and the performance aspect are cleared to
lower levels employees in the organisation. Hence, for each level specific performance
criteria at each level is different from one another. Hence, through this performance
measurement system it is helpful in identifying competition, search problem areas, updating
strategic objectives and then finally making tactical decisions to achieve the set objectives
and at the end organisation do make use of feedback after all the set decisions are
implemented. Lastly, revaluations of the appropriateness of the established performance are
reviewed with the recent competitive environment (Choudhary, Akhtar, and Zaheer, 2013) .
In terms of measurement of the performance of the employees, organisation does make use of
various strategies and approaches. Likewise, comparative approach in which employees
performance are compared to other employees through graphic rating scale in which higher
performer gets rewards and appraisal benefits whereas lower performer is given extra training
for better performance. Another approach is quality approach of measuring performance in

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which both person and system are taken into consideration in which employer takes regular
feedback on both personal as well as professional aspects and resolve performance issues if
any which they face. This technique is worthful for organisation because assessment of both
employees and system is taken into consideration. By using various methods and approaches,
organisation can easily evaluate the employee performance. As due to the regular
performance, review leads to the positive impact over employee’s motivation and further
performance. Hence, it leads to the identification of companies as well as employees’
strength and weaknesses and helps then in improving the mindsets (Lowe, 2012)
Moreover, employees will be more aware about their doings, whether their performance or
actions are according to the set organisational goals and any loopholes leads to enhance the
skills and work over them dedicatedly so that it benefits both the employee as well as
organisation as whole. Reviewing in employee performance helps in generating more of
communication with supervisor and top management for generation of healthy working
environment. With the major change in trends and working environment many more
techniques and approaches are being formulated to measure the entire performance and the
loopholes in relation to it so that corrective actions can be taken into considerations to
enhance the employees’ productivity and organizational performance (Ritala, Olander,
Michailova, and Husted, 2015).
In contradictory terms, performance management is not always have strong performance
management system which have major negative effect both employees as well as their
managers. The main negative point of the performance management is that it is time-
consuming. As due to this, manager needs to spend hours per employee writing their
performance and appraise according to their overall performance. Another reason behind
negative performance management is discouragement. In case, employees’ performance is
not pleasant then, this generates discouragement among them. Hence, due to this the overall
organisation gets affected (Baruch, and Lin, 2012)
.According to Greenberg, an employee faces a lot issues and challenges which majorly affect
their overall performance in the organisation. The reason behind is that their a lack of timely
and a meaning feedback , employees due to performance check feels blindsided which
ultimately leads to the disappointment, confusion, frustration and disengagement. Hence,
disengaged employees will give less productive work and will be less motivated in order to
improve their as well as organisation performance. Another reason may be the lack of

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appropriate recognition and rewards which make the employees more dissatisfied and in all
effects the performance of organisation. Moreover, lack of proper training and
communication also effects the performance management system because without them
leaders and managers will not be able to understand what performance management is and
what in it benefit the employees. Lastly, there are numerous reason with which both
employees and organisation gets affected such as- lack of strategic focus, lack of leadership
support, lack of stakeholder review and lack of simplicity which is must for every
organisation (Liu, 2015)
.Hence, from all the above learning we can conclude that every organisation whether it is
small or large, partnership or single owned firm all needs performance review and checking
of employee performance every quarterly. This all can be improved over time and by the
application of proper training and recognition, rewards helps in motivating employees to
performance well for a longer duration. Hence, this not \only helps the employees to improve
performance but directly and indirectly improves the performance of the organisation and the
reputation which leads to the overall success of the firm in the market.

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