PERFORMANCE MANAGEMENT
1.Performance management (PM) has to do with the never-ending process of setting goals and objectives of the organisation, ensuring that employee’s activities are in alignment with the goals of the organisation (Aguinis, 2012). The interviewee works as a sales consultant.
Strategic congruence – is about ensuring that the system used should be in agreement with that of the organisation’s strategy (Aguinis, 2012). The interviewee perceived the performance management system of the company as positive because it helps, builds and guides them on how to achieve required goals for the company. Chang, Shao & Chan (2014) argues that the PM system of companies should trigger a job performance that is consistent to the organisational
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Therefore a positive and effective PM system has positive outcomes to the organisation. Alsoton & Barbara (2008) mentions that such outcomes include satisfied and productive employees, increases profit and makes the organisation competitive in the market.
Prerequisites being in place, the mission of the organisation, its goals and job in question being clear and concrete, gives employees knowledge and overview about the organisation (Aguinis 2012). Having good information about the job helps in performance planning where certain criteria can be established for job success (Mclaughlin, 2007). At the beginning of the planning process, both manager and employee meet to enable congruency in what needs to be accomplished and the reason for it to be accomplished. Employees who know what the job entails, what is required of them and how to accomplish those requirement tend to become more productive and satisfied with their jobs (Fiorenza, 2007). The interviewee did mention satisfaction in job
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Evaluations of desired behaviour helps organisations to retain goal alignment, or improve where need be. Fiorenza (2007) found that the evaluations programs that are created with direct input from employees and managers tend to be the most successful systems used, as they increase ownership and commitment. Growth and acquaintance of new skills is enhanced, individuals get to learn and know where they need improvement (Mujtaba, 2008). Aguinis (2012) argues that by inclusion of self- appraisals in the performance assessment can be beneficial in a way that employee satisfaction with the PM system increases also enhancing perceptions of justice and accuracy, thus acceptance of system. This can be the reason why the interviewee found it to be a fair practise that the company ensures recognition to individuals that outperform the desired target of cases.
The performance review stage is where a meeting between the employee and manager is a discussion with regard to appraisal. Compensation given to individual as a result of their present performance plays a major role in motivation to greater productivity. Making the firm more competitive in the industry. Lastly, the renewing and recontracting stage uses the information gathered in the previous components to make adjustments (Aguinis. 2012). In this way organisations know where and how to make changes
An effective and efficient performance management process requires the supervisor of any organization to master the procedure and apply it without fail. The supervisors have to remain competent in following the routine of the performance plan. Thus, to maintain a constant follow up of the procedure, the supervisor should understand the practices that involve performance management. Performance management process includes designing the expectations of employees, monitoring the progress of personnel, developing the capacity to improve performance at work, rating performance and reward good accomplishment of set expectations (Fischer and Wermers, 2013).
Performance appraisal system serves as a tool to assess employees’ performance and helps to plan and measure the organization’s goals accomplishment. Luthy (1998) suggested that “individual contributions must be based on clear direction, personal planning, individual and team assignments, and well-articulated knowledge, skills, and personal attributes”, to give employees expectations to meet and information that establish the organization performance standard.
...ion and performance management system helps as a equipment to employees to have better skills and support performance with good strategy which lead to employee satisfaction(Kandula. R.S, 2006). Beside employee satisfaction organisation should also focus on customer satisfaction, client satisfaction as well stakeholder satisfaction.
Describe the performance management system that is currently in place. Explain the formal performance feedback process.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
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
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.
When implementing a new performance management system in an organization there are both advantages and disadvantages that need to be taken into consideration by the design team. However, one of the best ways to know if a performance management system is effective is by implementing the system within the organization and then continuously monitor and reevaluate if the system is still relevant to the organizational
Good performance management practices must be followed by the managers so that accountability leads to positive result. Also, in order to create positive environment necessary for constructive accountability, managers need to:
This paper will describe how an effective performance appraisal can increase employee performance. Effective performance appraisals can benefit an organization by allowing Human Resources to monitor the company objectives and that they are being met. Performance appraisals benefit the employees by allowing them to evaluate their own progress as they strive to be successful. This paper will include sections on the strategic advantages of performance appraisals, potential forms of bias within the appraisal system, as well as how performance appraisals can contribute to the achievement of strategic objectives. Employees and the company benefit because it allows employees to monitor their progress as they strive to improve and the company can monitor
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.
PM is a process of planning, organizing , leading and the same time controlling necessary resources to achieve particular goals and objectives of the of the stake holders. During PM the teamwork is another important
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
In conclusion, each segment of the performance management process holds a vital link to the next. Not unlike knocking over one domino in a series, it has an effect on the next domino. If one portion in the process is dysfunctional, the next may be identical in its dysfunction – and on and on.