Measuring and Managing Performance

This article discusses the importance of performance review and factors to consider while designing an effective performance review process. It explains the main purposes of performance review and how it helps organizations engage their employees and bring improvement within their work. The article also highlights the factors that are required to be considered while designing an effective performance review process.

MEASURING AND
MANAGING
PERFORMANCE

TABLE OF CONTENTS
QUESTION 5...................................................................................................................................3
REFERENCES................................................................................................................................5

QUESTION 5
Performance review can be explained as a kind of process of way of assessing or
evaluating overall work or performance of employees (Bag, and et. al., 2020). Performance
review is one of the most important process of evaluating performance and work of employees
working within an organization as it directly help employer in making their employees
understand pros and cons of their work, area of improvement that they need to focus upon and
bring improvement for the same (Brown, and et. al., 2019). With the help of this assessment
process management of employer provide feedback or review to employees for their work so that
they can get a gist or an overview of their work and can understand efforts that they need to put
within their work. It is one of the most important process which is required to be incorporated
within an organization which is majorly adopted by organization so that they can help their
employees to understand areas of improvement and work upon bringing continuous
improvement within themselves as well as upon their work.
Main purpose of performance review is to help business or firms to engage their
employees completely with main Mission, vision and objectives of the organization ans bring
improvement within their work such that their work or performance is aligned with business
objectives (Ahmed and Kilic, 2019). Other than this, one more main purpose of performance
review because of which organizations prefer adopting performance review process is to develop
a process or a system using which continuous improvement within performance of employees
can be brought such that they can easily work upon fulfilling their roles and responsibilities of
their designation in an appropriate manner. Not only this, with the help of this performance
review process organization can work upon maintaining positive work relationship with the
employees and can also help in providing them opportunities that can be used by them for
achieving desired career goals in an appropriate and positive manner (Silva, Nuzum and
Schaltegger, 2019). Main organizations adopt performance review process within their
organization for a sole purpose of enhancing engagement of their employees within business
operations, motivate them to bring improvement within their overall work in order to achieve
desired goals and objectives.
Factors that are required to be considered while designing effective performance review
process are as follows:

 One of the main factor to be considered while designing performance review process is to
understand reason because of which this process is required to be designed and
incorporated within organization ((Silva, Nuzum and Schaltegger, 2019). This is because
as explained there are various purposes because of which performance review process is
incorporated or adopted by organization within their business processes. This will
directly help organizations in understanding whether they want to design this system for
bringing improvement within employees overall performance, or they want to enhance
employee engagement, or they want to bring improvement within their working
relationship with their employee (Ahmed and Kilic, 2019).
 Another factor is to understand and check whether designed performance review process
is in line with main mission, vision and objectives of business. It is extremely important
to be understood because it will directly help in understanding main requirements that are
required to be incorporated within employees (Ahmed and Kilic, 2019). This will further
help organization in understanding whether employees working within organization has
required qualities, skills, experience that are important and required for achievement of
desired goals and objectives or not (Silva, Nuzum and Schaltegger, 2019). due to this iot
becomes important to understand whether designed performance review process is in line
within business main, goals, objectives, mission and vision.
 Adoption of an appropriate feedback provision system is another factor to be focused
upon while designing performance review system so that using that feedback system
appropriate feedback to employees about their performance can be provided in a positive
manner such that employees do not take that feedback in a negative manner and work
upon their feedback and bringing improvement within their existing performance (Silva,
Nuzum and Schaltegger, 2019). It is on e of the most important factor to be considered
because provision of feedback to employees is an important part of this process.
 Another important factor to be considered is to develop an effective training and
development process so that as per the feedback provided to employees training and
development process can be initiated so that employees can work upon bringing
improvement within their existing performance in an appropriate and accurate manner
(Silva, Nuzum and Schaltegger, 2019).

REFERENCES
Books and Journals
Ahmed, F. and Kilic, K., 2019. Fuzzy Analytic Hierarchy Process: A performance analysis of
various algorithms. Fuzzy Sets and Systems. 362. pp.110-128.
Bag, and et.al., 2020. Procurement 4.0 and its implications on business process performance in a
circular economy. Resources, conservation and recycling. 152. p.104502.
Brown, and et.al., 2019. Performance management: A scoping review of the literature and an
agenda for future research. Human Resource Development Review. 18(1). pp.47-82.
Silva, S., Nuzum, A.K. and Schaltegger, S., 2019. Stakeholder expectations on sustainability
performance measurement and assessment. A systematic literature review. Journal of
Cleaner production. 217. pp.204-215.
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