Human Resource 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

Human resource management 2
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