Performance Management System: Improving Employee Performance

This report provides an overview of performance management, emphasizing its crucial role in organizations. It discusses structuring individual targets to improve employee performance and highlights the benefits of setting performance targets from both personal and organizational perspectives. The report also covers the performance development system, the integration of performance management with human resource practices, and the use of financial rewards to motivate employee performance. It concludes that effective performance management is essential for achieving quality performance through employee development, referencing relevant academic sources to support its arguments. Desklib offers a variety of resources for students.

Performance
Management

COVER CONTENT
• INTRODUCTION
• STRUCTURING INDIVIDUAL TARGETS TO IMPROVE
PERFORMANCE
• PERFORMANCE DEVELOPMENT SYSTEM
• INTEGRATION OF PERFORMANCE MANAGEMENT
• FINANCIAL REWARDS TO PERFORMANCE
• CONCLUSION

INTRODUCTION
• Performance management is a crucial function in the
organisation.
• It focuses around management of performance of the
employees so that goals of the organisation can be obtained.
• Employees are set up with targets so that their performance
can be measured and evaluated.

STRUCTURING INDIVIDUAL TARGETS
TO IMPROVE PERFORMANCE
• The setting of individual performance target is beneficial
from personal and organisational point of view.
• The employee when related to performance outcomes
expectation workers harder to achieve the same.
• It can help in identification of quality of work that is being
accomplished by him.

CONTINUE…

PERFORMANCE DEVELOPMENT
SYSTEM
• Performance management is a common tool used for the
process of human resource development.
• It helps in facilitating employee development in the
organisation so that organisational targets can be attained.

INTEGRATION OF PERFORMANCE
MANAGEMENT
• Performance management is a continuous process which
involves evaluating and monitoring employee's performance
on a regular basis.
• It is very necessary to incorporate PMS with human
resource practices.

FINANCIAL REWARDS TO
PERFORMANCE
• Performance is defined to range to which an employee have
achieved its targets.
• Linking performance with the targets is an another way to
motivate the performance of employee in an organisation.

CONCLUSION
• It can be concluded from the above report that performance
management plays an crucial role in an organisation.
• It helps achieving quality performance through development
of employees.

REFERENCES
• Aguinis, H., Joo, H. and Gottfredson, R. K., 2011. Why we
hate performance management—And why we should love
it. Business Horizons. 54(6), pp.503-507.
• Biron, M., Farndale, E. and Paauwe, J., 2011. Performance
management effectiveness: lessons from world-leading
firms. The International Journal of Human Resource

Thank You