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.
Performance appraisal is a process of analyzing and recording information of an employee’s performance pertaining to his or her present, and to make the employee realize how their performance has been during the rating period. It can be used as a communicating tool performance expectation to employees. I chose this topic to describe the importance of Appraising Performance in employee’s career development, managers, and to the company. Another reason is to explain the benefits of having a performance appraisal system and how this system can have a significant impact in the company. The primary reason for having a performance appraisal program is to evaluate the employees’ performance, improve the company’s morale and motivate the employees.
Performance management thus involves measuring the abilities and output of staff members and rewarding them accordingly. The key to performance management is to create employee loyalty and improve
The key to remember is that while monitoring the progress and seeking remediation of a negative behavior managers must acknowledge the employee for their positive behavior and meeting their set goals. Development in performance management is focusing on the total employee. Feedback is a part of this cycle, manager and employees exchange thoughts, ideas and concern as part of developing the employee. Understanding their obstacle and opportunities and finding a win-win approach that will bring job satisfaction and meeting the set goal of the organization. When employees have job satisfaction, they are highly productive and take ownership of their assigned job
Employee recognition programs are programs designed to recognize employees for quality, outstanding delivery of a product or a service. Employee recognition programs are very popular in regards to motivating employees. Employees can be rewarded immediately upon their accomplishment or rewarded at a later, specified date. Performance improvement programs are focused on future outcomes. Two types of performance improvement programs are employee training and pay-for-performance.
In addition, learners who are beneficiaries of peer evaluation have the task of assessing the thinking capability of their peer members and measure how their contribution could benefit the organization. The assessment procedure double-checks the capability of all the learners and their contribution to making the company productive. Peer evaluation is a process that involves activities like listening, problem solving and analysis. The activities above help in ensuring that the company succeeds in the implementation of strategies that the evaluator was evaluating. The procedure of peer evaluation is significant especially in the time of sharpening the skills of the workers.
Leaders can motivate their employees by expressing to the employee how important they are to the outcome. When employees feel that they are integral to a project they are more likely to want to make the project succeed and therefore will produce
To manage organizational behavior, an organization needs to focus on hiring, maintaining, developing and utilizing the skills of their human capital. In addition to maintaining quality employees, it is important for an organization to monitor and manage employee interactions with their coworkers and their customers. By understanding these interactions and the skills of each employee, manager is able to place employees in positions they are best suited for. Placing the best employee in the best position allows the organization to develop and grow using the strengths of each employee. This also promotes positive behavior amongst employees which ultimately will result in strategic advantages for the organization (Hitt, Miller & Colella, 2006).
If management are able to develop an understanding of what motivates employees to learn, train and perform optimally as individuals through the use of OB concepts then management will enhance not only their own success but also their employees. In conclusion, I would reiterate that OB is very important for anyone to know. There are a lot of useful information within OB for people to apply to their lives. OB can help an individual in the skills of communicating well, listening well, and interacting well. Then for management, OB provides the necessary tools to help understand the different types of people within the company and the possible ways in dealing with the employees.
The specific and most significant element of talent management is employee engagement which helps to retain the talent and reduce the turnover. talent management help employees by encouraging them to engage in work, team, and company values and efforts. In addition, it helps to develop to build a trust and develop relationship between the managers and employees which also contributes to the job satisfaction and productivity of employees. talent management facilitates employee for different opportunities such as training, mentoring, coaching, involvement in community which helps the employees to experience personal and organizational