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RELATED LITERATURE FOR EMPLOYEE ENGAGEMENT
Essays on employee engagement
the importance of performance management for the organisations
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Recommended: RELATED LITERATURE FOR EMPLOYEE ENGAGEMENT
Implications of Performance Management
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.
Performance management forms a bridge that connects between the employees and the organization. Organization considered performance management as insurance for the both company that employees will attempt to give their best performance at the work site. In return, the organization will fill their obligation to the employees by providing all the necessary tools, resources, training materials, feedback, motivation, appraisals, and rewards systems to assist the employees with being fully successful. Kazlauskaite, Buciuniene, & Turauskas (2012), indicated, “Organizations empowerment was positively related to job satisfaction, and affective commitment” (p.138).
Example: The Suicide Hotlines makes it mandatory for the employees to complete quarterly surveys and provide open feedback on how to make improve changes to reduce the stress of the employees while making the services more productive. Based on the feedback that the employees gave in the last two years, the hotline now have three new services that has separate department. The text, chat, and homeless programs to provide the employees change for the stress of working with suicide clients yearly.
By the employees providing feedback and the organizatio...
... middle of paper ...
...change. The organization must provide training that fosters the attitude of using performance management. The organization must be prepared for long-term utilization and have resources to support the performance management plan.
References
Gagne, K. (2002). Using performance management to support an organization's strategic business plan. Employment Relations Today, 28(4), 53-59. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http//.site.ebrary.com/lib/ashford/Doc?id=108932710
Kazlauskaite, R., Buciuniene, I. & Turauskas, L. (2012). Organisational and psychological empowerment in the HRM-performance linkage . Employee Relations, 34(2), 138-158. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http//.site.ebrary.com/lib/ashford/Doc?id= 2540278881.
Performance management is made up of multiple components, one being performance planning. This component is where the leader establishes the direction and describes the assignment with great clarity. This sets the tone for everyone involved with the project, it is the foundation for further performances and evaluations(Manning & Curtis, 2015, p. 468). It is important for leaders to convey their vision and message to their employees
Executive SummaryIn order to measure an organization’s success in meeting or achieving its strategic objectives is to evaluate the performance of its employees. If it is to be effective or of substantial value to the organization, it needs to be systematic and purposeful. In this organizational analysis I would like to explorer the performance management performed at the organization I am part of and suggest improvement to enhance the process to achieve better results. I will also explore the stressful environment performance evaluation creates and suggest ideas to enhance the experience to achieve positive results. The company I am part of is a financial technology solution company. Organizational Analysis
Among many definition of Performance management, (Ivancevich, 2001, p243) define employe performance management is the process in which executive, manager and supervisors work together to combine employee performance with organisational goal.
Setting up a performance management system. (1999, January). Dun and Bradstreet, Small Business. Retrieved from http://smallbusiness.dnb.com/human-resources/workforce-management/1384-1.html
Performance management is one of the key practices of people management. It is about helping people to understand how they contribute to the strat...
Performance management is defined as the partnership of two individuals reaching for a mutual goal, exceptional performance. They are the employee and the supervisor.
As most of the literature suggests, employee performance is a vital element in organisational survival and success. The systems developed and applied to facilitate the management of employee performance are therefore major contributors to the overall success of performance management. To remain effective the RM process should not be isolated from other HRM functions, in addition the process must be dynamic and constantly aligned to organisational strategy. In these instances long term benefits for all stakeholders can be realised.
Ideal performance determines the progress being made by and organization in its attempts to meet its organizational goals. BP has to conduct performance management on its new stake holders and staff to ensure maximum output and profitability in the organization since it ensures that the employees are working towards the achievement of organizational objectives which is essential. According to the Australian Human Resource Institute (2016), BP can do so by planning, establishing, monitoring, reviewing and evaluating itself, its talented workforce and the individual performance of each employee in the firm. The issues that BP’s performance management will incorporate include remuneration of employees, their training and development, disciplinary procedures and counseling, job planning, compensation and incentives. The constituents of performance management give a framework in which the employees operate (University of Carlifornia, 2016). In the transitional phase that the firm is undergoing, the human resource department at BP Global can decide to implement the following performance management system to ensure efficient service delivery in the
Daniels, A. C. (2004). Performance management: changing behavior that drives organizational effectiveness (4th ed.). Atlanta, GA: Performance Management Publications.
Performance management is a process that guarantees an organisation and all of its available resources are working collectively and effectively towards achieving the organisation’s mission or goal. Performance management affords an understanding of what drives an individuals, and even organisations, performance at all levels. An understanding of performance management allows for the identification and minimisation of unproductive areas of an organisation, as well as an ability to predict future performance. It is a powerful tool that can be used by managers at all levels of an organisation to help improve a company’s productivity.
So, performance measures should be a crucial and integral component of effective management, since it works as a navigator to ensure that the organization is performing according to its planned objectives, and the actual performance is according to the planned one, this is generally known as a “strategic planning”.
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
Performance management use as a tools to evaluate set objectives whether active or not this the scale of contribution employee and organization to get recognized employees needs for future and to rewards and appraisal and performance management uses to retain the employees and to derecuit outperforming employees furthermore indemnifying gaps of knowledge cultural behaviors can be done by this tools further more this is the two way communication a tool to organization and employee.
Performance Management is when “manager’s work proactively with employees, in a systematic was to raise individual and\or group performance under specific headings applicable to their individual jobs and\or team work, having regard to business needs and positive motivational principles.” (Sheridan, 2007). The performance management process has two main purposes that drive
Performance management is used for the basis of promotion, reduction in force purposes (talent management), gives transparency of what an organization is looking for, merit increases, and lastly it provides protection against lawsuits for unlawful termination by keeping written documentation. Performance evaluations are advantageous to both the organization and the employee. A leading advantage of performance evaluations is it gives the employee an opportunity to create and achieve smart goals. Although performance evaluations primary function is to measure whether an employee is a good fit or a bad fit for the organization, its function is so much a broader. Performance management is tool purposely used to motivate employees to examine themselves and determine if they have selected the profession that is best for them; consequently the feedback an employee receives from their superior supports them with increase their knowledge and