Analyzing Academic Research Papers
Added on 2020-01-23
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PerformanceMeasurement in CERA
TABLE OF CONTENTOption 3: Performance measurement option in CERA....................................................................3INTRODUCTION...........................................................................................................................3Limitations in CERA'S individual performance measurement..............................................4Organizational strategy and recent developments..................................................................6RECOMMENDATIONS ................................................................................................................7CONCLUSION ...............................................................................................................................8REFERENCES..............................................................................................................................10
Option 3: Performance measurement option in CERAINTRODUCTIONInthis report shows information and performance of CERA (Civil Engineering &Research Associates) which is a portal for students created by the University. CERA's approachhas been to render high quality,timely planning,systematic structure and civil engineeringproposal and solutions for their customers. This consists limitations which are apparent inCERA's individual performance measurement and fetching into account for its enterprise plan ofaction and recent developments in HRM practice as reported in professional way. (Mouchamps,2014). Performance management systems serve strategic,administrative and developmentalpurposes. Alternative measurement approaches and indicate methods are recommended. Thelimitations are evident in CERA's individual performance measurement, which taking intoaccount. It consists the performance management system which raise job performance that isagreeable with the organizations strategy , goals and culture for example balanced scorecard. TheCERA's validity , reliability ,acceptability and specificity is define with the limitations andstrategy. This includes some approaches like comparative approach,attribute approach formeasuring the performance. A performance measurement approaches have different strengthsand weaknesses. Performance management system should be legally compliant. Sources ofperformance measurements are Managers , peoples ,subordinates, clients etc . Measuring and handling performance is challenging and one of the keys to gainingcompetitive advantage. The performance measured by the teams in management are like seniormanagement which provides clear support, demonstrates links to organizational vision andstrategy. In performance measurements some rater errors are considered like contrast,distributional errors , halo and horn errors. This report shows that reducing this kind of errorsusing analyzing and try to make managers (Sarjana, 2015) awareness of rating errors and helpsthem to develop strategies and limitations for minimizing those kind of errors. This reportincludes performance appraisal politics which refers to elevators purposefully warp a rating toachieve personal or company goals. Appraisal politics are likely to happen if top executivesdigest deformation or are complacent towards it and if deformation strategies are part ofcompany folklore and are passed down from senior workers to new workers. This report includethe minimization of appraisal politics using train raters,developing a climate of
openness,recognizing workers accomplishments etc. The CERA contains characteristics ofeffective performance feedback process like frequent feedback , feedback context , self ratings,participation in sessions, recognize performance through praise,focusing on solvingproblems,focus on feedback on behavior or results ,minimize criticism,managing marginalperformers and set goals and dates for review. This displays some legal issues for performanceassessments are like documentation for legal protection,poor performance by in action,employers duty to the poor performer ,warning before judgment of dismissal,equal employmentopportunity and termination. This managing the compensation which is like pay structure,paylevel and job structure. In this theory for CERA, a person compares his/her ratio of perceivedoutcomes like pay,benefits,working conditions etc to perceived inputs for example efforts,abilityand experience.Limitations in CERA'S individual performance measurementCERA encountered with various limitations with their present individual performancemeasurement system. As it is one of the important task for any organization to effectivelymeasure the performance of each and every individual lies in an organization. Performancemanagement is important factor for the organization as it is considered as a process of analysingcollecting and reporting the information about the performance of an individual or group andeven the whole organization and their system and components.(Mouchamps, 2014) The problem which now CERA is facing is huge as they are encounters with the variouslimitations in their individual performance measurement system. The individual performancemeasurement is important because of the lot of factor and it is the framework which connect theorganization with its objectives and goals. The individual performance measurement process isthe key to get to know about the employee engagement with the organizations activities, goalsand objectives. Usually the process of individual performance measurement process is carryingout by complying it with the performance appraisal process which is generally looking out by themanagers and the employees. IN the area of accurately measuring the performance all type oforganization are facing ample of difficulties as they are not able to figure out the original sourcefrom where they can measure the performance of their employees.(Sarjana, 2015)Organizations such as CERA are using various performance measurement tools toeffectively get this task done. The basic limitations which face the CERA can be problem withtheir loose controlling over the performance criteria set by them which can be:
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