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Performance Management Techniques in Instrument

   

Added on  2019-09-25

3 Pages1295 Words173 Views
Professional Development
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What are the specific types or types of performance management technique(s)present in the instrument? (150)In the instrument provided for performance appraisal we see a combination of bothtraditional and modern methods of appraisal to be used. Traditional methods likeEssay method, critical incident method have been used. But the whole instrument isbased on the principle of Management by Objectives which is a modern method ofperformance management. In the given instrument we see common 4-5 accountabilities are measured whichmatches with the individual, team and organizational goal. In MBO technique KRAsare identified jointly by the supervisor and the employee to define, establish and setgoals or objectives.(D.K.Bhattacharyya).Periodic evaluation of performance ofemployees is done in terms of these goals. Corrective actions are taken when behaviordeviates from the standards established.Techniques like critical incident method or essay writing have partially been used tonarrate the competencies shown in the organization. Essay is a narrative describingthe past performance of the employee where critical incident focuses on those criticalor key behaviors that make the difference between doing a job effectively and doing itineffectively. (Decenzo,Robbins).What are the instrument’s major strengths? (250)In this instrument we can see the use of Management by Objectives technique forperformance evaluation. The major advantage of MBO lies in its result orientedemphasis. (Decenzo,Robbins). In MBO technique KRAs are identified jointly by thesupervisor and the employee to define, establish and set goals or objectives.(D.K.Bhattacharyya). Employees know exactly what is expected of them. They knowthe evaluation criteria. This evaluation leads to obtain their personal career andorganizational objectives because goals are mostly work related and career orientedand are integrated with overall organizational objectives.(D.K.Bhattacharyya).Additionally, employees should have greater commitment toobjectives they have participated in developing than to those unilaterally set by theirboss.(Decenzo,Robbins). When employees are integrated with the whole process theyfeel motivated which is also the objective of such technique. The managers are alsoaware of the objectives and the important areas of their work. Hence they can doproper planning and no confusion or ambiguity remains between the manager and theemployee. Performance improves due to enhanced morale and better communication.We get quite a considerable amount of information most of them are assimilated bythe employee himself. Specific behaviors are also cited. Employees are furthermotivated because the instrument is linked with career planning and result in theirgreater career prospects. Effective training programs can be organized based on theevaluations. Training needs are identified for the instrument and employees get thebest training according to their need. Management also benefits as they canconcentrate on profit oriented goals and hence a win-win situation is created.
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