It helps in identification of their needs and satisfaction level considering the organization structure. Through the interview, they have to respond on their take on management, general organization structure and level of performances. Other areas such as promotion, rewards and moral support would be measure standard that would help to understand their relationship with the management. Thereafter, they are supposed to give recommendation regarding the areas that need structural improvement as well what would contribute toward higher productivity achievement. Structure Organizational structure study would depend on the nature of leadership in management and staffs structure together with general appearance of the firm.
This essay will address not only the fundamental mechanics behind expectancy theory, but also how it can be correlated with education, performance appraisals, and leadership roles in the workplace. When an individual is confronted with a task within the workplace they first assess if the effort that is required will produce a successful performance. Underlying issues such as self-esteem, educational background, and duration of the task all can aid in the individual's perception of probability in achievement. If an individual's perception of the task has a high probability of success, then motivation will ensue. Subsequently, if the individual feels there is little chance, then a lack of motivation occurs.
Prior to any development, management should take note of what exactly they want to achieve with their performance appraisal system (goals), what properties they want their appraisal systems to possess (characteristics), how they wish to execute the performance appraisal (method), and how they will use the data collected to achieve said goals (feedback). It is also pertinent that effective performance management systems clearly communicate expectations, distribute performance information to employees, determine areas of strength as well as areas in need of development, and document performance for personnel records. Typical goals affect the employee as well as the employer. Many employers seek to improve company productivity via appraisals; others see appraisals as the primary supportive document in promotion and termination decisions. Most organizations would value both of these uses.
Reviews are seen as a powerful tool that can be tied to a company’s overall success; they serve to align staff with the organization’s expectations and priorities. Positive aspects of performance reviews include three main objectives: profitability, improving the working relationship between employee and supervisor, and increasing employee satisfaction. Performance reviews allow the company and its employees to set mutual goals; the reviewer and employee function as equals. Review meetings are prepared as a way to tell the other worker what he or she could do to increase productivity. The key to employee productivity is participatory management and seeking genuine input from employees; workers should have the room to determine and voice their needs.
The first step of career management process is self-assessment. Self-assessment is refers to the employees using some information that help them to decide which career they really interested to pursue, ability, skills, and behavioural tendencies. According to Allen (2005), self-assessment is a process to identify skills, abilities, knowledge of the employees. During this step, the employees need to do some tests such as the Strong-Campbell Interest Inventory and the Self-Directed Search. The tests help the employees to identify the value of work that they place on their work and also leisure activities.
Transactional Leadership One leadership theory to be used in an individual practice of leadership is transactional leadership. Neufeld, Zeying, and Yulin stated, “effective transactional leaders communicate for the purpose of establishing performance evaluation criteria, resolving differences in understanding, and negotiating and evaluating implicit and explicit contracts” (2010, p. 232). The forms of communication used by effective transactional leaders are also indicative of good management, and capable organizations. Providing clear achievable goals takes time, conscious effort, and is important to workforce efficiency. When the workforce is aware of the unambiguous goals to be accomplished, each team member is able to adjust the method, route taken, and make appropriate adjustments while constantly aiming to complete the performance objectives in the most efficient way.
It is now becoming a strategic issue for organizations, in their pursuit of addressing deficiencies in the performance of employees in a timely manner; channeling employees in the appropriate direction towards performance of specific objectives that are consistent with the work or overall strategies of the organization; and providing employees with appropriate and specific feedback to assist with their career development. Secondly, a performance management system needs to be well conceived so that there is full concurrence on the system and that it is not viewed as a subjective tool to highlight employee weaknesses. Human resource management involves "the development of a consistent, aligned collection of practices, programmes, and policies to facilitate the achievement of the organization's strategic objectives" (Mello 2002 p. 298). Given the fact that there is no single best way to manage people in any one organization, human resource management practices will invariably differ in organizations. The fundamental aspect of human resource management is the implementation of a successful people-management system that is supportive of the orga... ... middle of paper ... ...n cause change to the status quo where issues such as person-job-fit is a consideration or promotion based on merit as opposed to tenure or age.
2.2 Performance appraisal It is always important for managers and supervisors to get the best performance from their workforce in terms of levels of production and quality of output (Foot and Hook, 2005). In order to achieve this, certain systems or programmes such as performance appraisal need to be put in place. The success or failure of performance appraisal programmes depends on the philosophy underlying it, its connection with business goal, and the attributes and skills of those responsible for its administration. According to Dessler (2005), performance appraisal means evaluating employees ' current and or past performance relative to his or her performance standards. That is employees will be assessed after a given period of time what they have been able to achieve by a target set.
Moreover, rewards is directly Employees performance. Essential Managing Performance to the Group 1 Explain how managing performance is a critical element in the success of a business. Employees need to understand their roles clearly An effective Performance Management system is based on these concepts: * Employees need to understand their roles clearly * Performance may be managed * There is a direct relationship between performance and rewards * Employee involvement is critical to performance development * Performance expectations must be set in advance and there must be agreement * Performance management requires on-going coaching, feedback and planning * Performance management can be a positive experience * Facilitate a process to establish clear role definitions and accountabilities. * Create a custom Performance Management program or improve your existing program. * Establish the objectives of your Performance Appraisal and Performance Management program.
Performance appraisal is a method, which is evaluated by employer or manager to understand the quality of employee’s work. It helps organization to classify employees according to their performances, so the employer can understand the deficient areas that employees need to be trained. By the feedback of appraisal, employer can determine which employee will be promoted, retained, detained, or fired. Performance appraisal is one of the most important key for the human resources department. It helps organization to determine career objectives, and making strategies to reach the objective and use all the potential.