Performance Management : Doc
Added on 2021-05-31
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Professional Development
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PERFORMANCE MANAGEMENT 1PERFORMANCE MANAGEMENTStudent’s NameCourseProfessorInstitutionDate
PERFORMANCE MANAGEMENT 2Performance ManagementPerformance management entails fixation of organizational objectives in accordance to the employees’ skills, development plan, agreed measures, competency, skills and results delivery (Cardy and Leonard 2014). Employees and managers work hand in hand in monitoring, planning and reviewing the employees’ contribution to the firm and their work objectives. Performance management emphasizes on learning, improvement and development with an aim of meeting the desired goals in the organization by ensuring a productive labour force. This process dates back to six decades where its initiation was due to the need to justify payments anddevelopment of knowledge and skills. Conclusions were drawn that some people were getting paid more than their actual contribution to the organization whereas others were unfairly compensated. Characteristics of a Good Performance Management SystemAn effective Performance Management process should be one that links the objectives of an employee to the strategic plans and mission of the organization and inform him/her on how to aid in achieving the objectives of the business (DeNisi and Smith 2014, p.133). Development plans should be clearly defined in the process so as to familiarize the employee with the objectives of the firm. These objectives and expectations that the firm desire to achieve should beset in conjunction to actions, results as well as the behavior of different employees.Regular discussions should also be held throughout which would include mentoring, assessment, coaching and feedback on specific jobs out of the diverse jobs in the organization. An effective system should provide training to its employees through arranging seminars and workshops for them to develop their skills thus improvement of their general performance(Daniels, Tapscott and Caston 2011).
PERFORMANCE MANAGEMENT 3It should be inclusive of a constructive feedback whenever there arise need for improvement as well as a positive feedback in the event that a job is done well (Kearney 2018). Administrative decision-making should be supported by the system about termination, rewards, promotion and compensation. An organization that recognizes the efforts of its employees is guaranteed to have high returns in their production since the employees happen to be well motivated to work.An effective Performance Management System should have indicators and objectives which meet a SMART test. They should be Specific such that they clearly show what to be done,who is assigned the task and the magnitude to be accomplished. They should be Measureable in that they are able to answer questions like; how many? How much? How will I know the completion date? Qualitative, quantitative, cost and time frame measures should be employed if possible. Objectives should be Attainable rather than them being mere speculations. They shouldbe Realistic such that they match the complexity level of employee’s capability and experience. Finally, they ought to be Time-bound in that they time frame needed to achieve them is clear (Cardy and Leonard 2014).Advantages of Performance ManagementPerformance management has been praised due to the benefits that it bestows to the employees as well as the organization. Correct implementation of Performance Management in relation to specific objectives of the organization will result to positive outcomes. Some of the advantages of Performance Management are;Improvement of communicationUnder an effective system, communication between an employee and the employer is more frequent. The two parties are able to agree on objectives that may be subject to change
PERFORMANCE MANAGEMENT 4hence suiting priorities and conditions of the organization (Buckingham and Goodall 2015, p.42). The employee feels appreciated by being involved in decision making. Frequent communication will help the employee stay in context to the goals and objectives of the firm for timely and relevant results.Better PerformanceSome mistakes may happen to be small and negligible but exhibit great influence on the organization’s goals. Through Performance Management, these mistakes are easily noticed. Ignoring them would be detrimental to the performance of the company (Van Dooren, Bouckaertand Halligan 2015). Proper evaluation helps the employers acquire feedback on the subject and how to deal with it. Creation of awareness of existence of a problem faced by the company helps formulate solutions thus maintaining achievement of the organization’s goals.Ensures Employee’s ProgressAn organization is responsible for guiding its new employees into its system for them to acquire competence and efficiency (Daniels, Tapscott and Caston 2011). New employees hold little or no knowledge about how the organization operates. Performance Management ensures that inefficiencies of employees are observed and rectified via correct measurement thus aiding attainment of a successful organization’s planning.Motivation of WorkersRecognizing the positivity of the workers cheers them up. Criticism accompanied by approval encourages and motivates the employees to do better. When conducting performance appraisals, explanation of all confusions prepares a platform for conducting proper researches on areas of difficulty so as to give relevant solutions to the workers (DeNisi and Smith 2014, p.140).
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