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Performance Management & Organizational Structure

   

Added on  2020-01-28

9 Pages2254 Words58 Views
Leadership ManagementProfessional Development
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Managing People
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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3Structuring individual performance targets ................................................................................3Role of performance management in improving employee development and communications.4Need of integrated performance management system with other HR processes.........................5Effectiveness of linking performance to financial reward...........................................................6CONCLUSION................................................................................................................................6REFERENCES................................................................................................................................82
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INTRODUCTIONManagement of human resources is a crucial task for any organization because it determines longrun growth and success. It enables corporation to carry out business in right manner and achievecertain rate of growth. Present report is based on the case of Steel co. in which issues are faced inmanaging performance of the workforce. Further, report covers role of performance managementsystem in improving development and communication among the workforce. In addition to this,need of integrated performance management with other human resources processes has beenanalyzed.Structuring individual performance targets Performance management refers to process of achieving performance targets throughmanagement of employees and environment wherein employees work. It consists of elementslike performance improvement, development and management of behavior. It serves as theintegral process of business so that accordingly management can motivate employees to performbetter. In this regard, business adviser can suggest divisional director to have good structure ofindividual performance target (Kimmel, 2009). For example, team leader will be responsible toassess qualities of each workforce and accordingly communicate the same to higher level ofmanagement. By the help of information of team leader division director can set target for eachteam. However, training and development program will also be suggested to the director so thatoverall gap between actual and expected results reduces to a great extent. During training sessionteam leaders or responsible personnel will guide team members to achieve targets in given timespan (Verbos and et. al., 2007). It facilitates employees to focus on their work in order to getcollective success. Furthermore, hierarchy will be followed in setting goals or teams and targetsof individuals. However, work should not be heavy target based because this kind of culturetends to demotivate employees (Target culture hinders performance, 2016). Owing to this, it willbe core responsibility of team leader to set achievable targets on the basis of SMART approach.Here, qualities and potential of team leader is critical. For this purpose, divisional director issuggested to enhance the level of knowledge and competencies of team leaders (Berman and et.al., 2012). Interaction between employees and managers is also a crucial aspect in setting targets.Under this, employees can be asked to give their preferences in context of interested work,3
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