Performance Management of HR: Essay on Key Components

This essay delves into the critical components of performance management within organizations. It highlights performance appraisal and feedback, examining how these activities align with strategic goals. The essay explores motivation, planning, and goal-setting as essential elements. It furt...Read More

Running head: Performance management of HR
Performance management of HR

Performance management of HR
“Effective performance management system”
In the present era, it is important for the companies to maintain the performance management
system as it helps to enhance the market share. It can be stated that performance management is
the continuous process that helps to align with the strategic goals of the company and also it
assists to plan the performance of the employees so that it could be easy to boost the skills and
abilities of the individuals. There are various activities that help in assisting the performance of
the employees such as performance appraisal and feedback. In this paper, the discussion will be
made on the different components related with performance management. It is one of the
methods that help in clarifying the expectations of the employees in relation to the assigned
work. It is the important for the companies to focus on managing the activities so that positive
results can be determined (Bititci, 2016).
Motivation is one of the components that relates to the performance management system. To
maintain the performance of the employees it is necessary to emphasize on motivating the
employees so that positive results can be attained in the competitive market. At the time of
hiring, it is necessary for the management to emphasize on the motivated employees as it will
help in managing the activities of the company. Without motivation it would not be possible for
the employees to give their best towards the activities and to boost the overall productivity level
(Fernandez and Kim, 2018).
Planning of performance is known as the factor related with the component of performance
management. It also relates with the performance appraisals in which the employee’s are
appraised according to their performance in the workplace. The entire process of planning takes
place by the management or by appraiser at the time of performance session. It is also the
responsibility of the employees to emphasize on the targets that are given by the management. If
there is no planning then it can adversely affect the employee’s performance and reduce the
productivity level in the workplace. Therefore, it is important for the management to emphasize
on planning process so that the performance of the employees can be boosted. This is one of the
effective strategies that can help the companies in performance management. The goals should
be set which means that it should be made clear by the management by considering the process
of planning (Tovey, Uren and Sheldon, 2015).
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Performance management of HR
Performance appraisal and reviewing is also the components that are usually done by the
companies in the mid year and annual reviews are also considered. Based on the overall
achievements and goals the employee’s performance is measured and according to that
appraisals are done of the workers. It has been examined that the overall process focuses on the
self review and also on the reporting process to the officers. The measurable and also
quantifiable achievements considered by the company helps to appraise the employees in the
workplace. The overall process of appraisal and reviewing takes place by offering the form to the
workers which are filled by them and after filling the ratings are given by the appraiser. So, it can
be determined that performance appraisal of the employees is done by the appraiser by
evaluating the performance that are given on the annual basis. It is necessary for the management
to focus on giving appraisal also according to the expectation level of the employees so that they
can be satisfied with the salary. It will directly affect the performance of the employees and bring
improvisation if the employees are not performing well (Saunila, Tikkamäki and Ukko, 2015).
Feedback by the managers or the higher authorities is also the important aspect that is considered
by the management to bring improvisation in the performance. It is the important step in which
the managers of the company analyze the weak areas of the employees and conduct the meetings
so that it could be easy for the employees to know that in which areas they are not able to give
their best. The transparent feedback also assists in determining the requirement of training and
development which is necessary to be measured as it helps the companies in meeting the
expectation level of the employees to improve the overall performance of the employees. The
actual position of the employee can be determined after reviewing the overall performance of the
employees (Khemiri et al., 2017).
It has been analyzed that the management focuses on giving rating to the workers and if the
rating is low then the focus on giving feedback to the employees so that the performance of the
employees can be maintained. There are also many employees in the workplace who are not able
to realize their potential in attaining the goals, they still remain confused that they will be able to
achieve the target or not. Therefore, in this case it is important for the higher authorities to
focuses on giving feedback so that they can get to know the actual performance among their
colleagues in the workplace. It is the effective component that is related to the process of
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Performance management of HR
performance management and it helps in bring improvisation in the performance of the workers.
This is only the major reason behind the successful managers that helps to offer the periodic
ratings and it is also link with the goal setting and also with the evaluation of the targets
(Khemiri et al., 2017).
Rewards are also considered as one of the major component that relates with the performance
management process. It is analyzed that rewards are something that generate the interest of the
employees towards the work. It is the duty of the management to offer rewards according to the
performance of the employees so that the other employees can also push themselves by seeing
them. The employees who earn incentive for the first time gets motivated and always tries to
give their best towards the organizational operations. The process of incentive should be
implemented in the workplace so that positive results can be achieved in relation to the overall
set goals and targets by the management. The performance consultant should always emphasizes
on offering the rewards to the employees as it is the best way that can help in enhancing the
engagement level of the employees towards the work. It directly enhances the performance of the
employees and also creates positive thinking among the employees towards the work assigned by
the management (Weick and Sutcliffe, 2015).
Rewarding the employees can also be determined as the method that recognize the employee’s
talent and also reward the employees to enhance the motivation of the workers. The rewards
should be offered to the employees in the workplace as it realizes the employees that they are
valued more by the company. The overall process of rewarding process assists in enhancing the
satisfaction level of the employees. It has been examined that praise and recognition are
important for the companies as it affect the mindset and creates the feeling of self belongings. At
the time of rewarding the employees, it is necessary for the management to focus only on the
performance and qualification is the secondary part on which the emphasis should be given.
Therefore, rewards offered to the employees helps in managing the overall performance of the
employees and boost the working capacity (Cascio, 2015).
Performance improvement plans are the performance management component and this has an
important role in bringing improvisation in the work. These plans should be designed by
managers of the company and it should be made for the employees who are non performers in
the workplace. The improvement plans should consist of each factor that is related with the
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Performance management of HR
organization as the different factors that are considered can be accessed and it can help in
reducing the weakness of the employees. It is the effective way that can assist in bringing
improvement in the areas where the employees are lacking and are not able to give their best. So,
this is the major role played by the management in which the plans are made to access the actual
performance of the employees and for the employees who are non performers, the effective plan
is made that will help in boosting the overall success ratio of the company (Wellin, 2016).
It is concluded that these are the components of the performance management system that should
be considered by the companies in the present area. The performance management has an
important role in enhancing the productivity and performance of the employees. If these tools are
considered then it will be beneficial for the companies to achieve the competitive advantage and
also it will boost the growth along the different competitors.
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Performance management of HR
References
Bititci, U.S., 2016. Managing business performance: The science and the art. John Wiley &
Sons.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Fernandez, S. and Kim, S.Y., 2018. 10 Managing for high performance. Handbook of American
Public Administration, p.154.
Khemiri, R., Elbedoui-Maktouf, K., Grabot, B. and Zouari, B., 2017. A fuzzy multi-criteria
decision-making approach for managing performance and risk in integrated procurement–
production planning. International Journal of Production Research, 55(18), pp.5305-5329.
Saunila, M., Tikkamäki, K. and Ukko, J., 2015. Managing performance and learning through
reflective practices. Journal of Organizational Effectiveness: People and Performance, 2(4),
pp.370-390.
Tovey, M.D., Uren, M.A.L. and Sheldon, N.E., 2015. Managing performance improvement.
Pearson Higher Education AU.
Weick, K.E. and Sutcliffe, K.M., 2015. Managing the unexpected: sustained performance in a
complex world. John Wiley & Sons.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
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