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Introduction to Performance Management

   

Added on  2020-05-16

8 Pages1744 Words275 Views
Running head: PERFORMANCE MANAGEMENTPERFORMANCE MANAGEMENTName of the StudentName of the UniversityAuthor Note

1PERFORMANCE MANAGEMENTIntroductionIn a relatively small company, the role of HR is quite significant as growing nature of thecompany is depending on the efficient employees. There are some gap in communication noticedso managing employees in the right channel is also a concerning factor in the organization. Theroles and responsibilities of each employee’s needs to be declared and that is the reasonperformance management is introduced in that company (Van Dooren, Bouckaert & Halligan,2015). Performance management is not the way of appraisal of employees’, though this sectionof this management section but most of the time motivates employees’; implementing theinnovative design to the company is the basic motive of this. Design of Performance management programThe basic design that needs to be implemented for performance management is the 8-dimensional design of management. There are some influencing performance managementopportunities for employees. The innovative designs like weekly performance roster andmarking performance with rewards need to be implemented in this company so that betterchances of development program will evolve. Performance scope of every employee will besame and deliver role and responsibilities to each employee so that they can do justice to theirwork (Buckingham & Goodall, 2015).Efficiency is the first aspect needed by the organization and employees’ need to beenough efficient to deal with the organizational work (Aguinis, 2013). Monitoring is anotheraspect for leaders and managers. They monitor all the employees and want that employeesenhance their level of performance for the development of the company. In case of a smallorganization, their market position is quite low and that is reasonably expected as well but in

2PERFORMANCE MANAGEMENTcase of innovative performance evaluation better market position is expected from theorganization (Pulakos et al., 2015). Properties is another aspect but as the company strength isso less, that they don’t have that much of extra properties to make the vivid promotion of thecompany. The timing of the implementation is another prime perspective as innovative designneeds to implement some time (Aguinis, 2013).The scope of better performance is anotheraspect that performance management can deliver for the development of the organization(Arnaboldi, Lapsley & Steccolini, 2015). If there are ample amount of innovative scopesavailable still the company is not working over the condition then, there are lots of chances forthe HR team to make use most of them and apply for the changes. Performance management cycle needs to be implemented in this kind of small-scalecompanies. Planning of weekly performance roster is the first thing that will be introduced in anorganization. Technological systematic changes are also needed to configure for that reason.Innovative processes are not always productive for the organization. In that case, Monitoring thesystem and how people accustomed to those new ideas are the important factors to concentrateon. Development of the factor and process the subordinates of that factor are also important(Aguinis, 2013). If there are any kind of situation happens then it is quite relevant to organize atraining and development for employees. At the end of the entire process weekly rating systemhas been introduced, and due to training process better outcome can be expected from employees(Chowdhary et al., 2014). The rating system also determines the scale or pay band of employeesand also showcase the innovative way of business work and the adopting quality of employees inthe future understanding of them. The reward is the ultimate boost for employees as most of theemployees looking for better products for their own monetary rewards provided by theorganization (Gerrish, 2016). In most the cases, employees’ good performances are reflected

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