With these tools they can know and analyze their employee’s abilities and achievements during a given period. After performance appraisal their results can be used by managers to take necessary actions that can motivate employees’ to improve their performance. One of the important part of performance management is performance appraisal which is carried by line managers. This is one of the way to give feedback to the employees how the employees are performing. This process provides employee with recognition for their work efforts.
Introduction Peer evaluation is a term that gives a description of the assessment progress that allows learners to self-evaluate their performance together with that of other learners. Peer evaluation is a valuable assessment that is required in the organization. Any firm that implements peer evaluation has records of high productivity. The company uses information from the outcome of the assessment to improve on the working conditions of the workers. 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.
Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. 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.
Performance Management The performance management process provides an opportunity for the employees and managers to discuss goals and develop plans for achieving those goals. Therefore, communication involve between managers and employees that they have to identify job roles and functions related to the company objectives. They get together to devise some performance appraisals to enhance the company overall performance. The performance manager responsible for supervising workforce and the group educates and develops employees’ potential in order to improve workforce performance. Moreover, rewards is directly Employees performance.
Having an effective performance management system could improve morale, motivation and overall productivity by identifying employee’s strengths and addressing areas that need improvement. Introduction Performance management is an ongoing process that ensures that employees get the direction, coaching and developmental opportunities that they need to continually improve their work performance. The overall goal of performance management is to ensure that the organization and all of its subsystems are working well together and they align to the organizational strategy and performance goals. According to (Lam 2014, pg. 183), PM aims to recognize good performance and continuously improving the performance of the employee by fostering a culture of cooperation and partnership between management and employees.
Performance management involves processes and activities which are geared towards the improvement of the performance of staff members within an organization as pertains the goals and objectives of that organization. Like the name suggests, it is the management of employee performance in the literal sense. Employee performance ought to be handled in a holistic manner through a combination of processes and activities. Performance management is the key to making sure that organizations operate at optimum levels and that goals and objectives are met. Performance management thus involves measuring the abilities and output of staff members and rewarding them accordingly.
Brief Overview of Performance Appraisal Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development. According to the modern approach of performance appraisal, it can be regarded as a formal interaction between a superior and a subordinate, usually taking place periodically, during which the performance of the subordinate is discussed with the aim of identifying the strengths and weaknesses of the subordinate. This takes place mainly to help the subordinate enhance his skills and also to analyze the opportunities that are available to the subordinate.
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).
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.
Although goals are set to ascertain a desired behavior that will align with the organizations goal, will also allow for employee growth and development. The development of employees is vital is sustaining the culture of the organization. Employee development consist of several methods that encourage growth. Coaching or mentoring, formal classroom style training or informal training offered in an online platform, new position assignment or added responsibility is a part of employee development in the performance management process. 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.