Human Resources: Performance Management

1303 Words3 Pages

Performance Management One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one. Goal Setting. In my organization for goal setting we follow the SMART method. SMART stands for S-Specific, M-Measurable, A-Achievable, R-Realistic and T-Timely. At the beginning of each year, the manager and the employee sit together and discuss the employees’ skills, strengths and how he would like to grow in the organization. Being in sales our KPIs involve the number of new customers we get as well as the total revenue we generate. So during the goal setting meeting we discuss and agree on a set number of new clients we have to get, say 3 clients for a satisfactory rating of 3, four clients for a rating of 4 (above average performer) and five clients for a rating of 5(exce... ... middle of paper ... ... values. Performance management is a great tool for both the employee as well as the organization. For the employee, it gives the employee a clear picture of his areas of improvement and helps him improve and grow. From the organization’s perspective, it lets them understand the potential they have in their employees and how to realize them. It helps them to analyze who are worthy of being held onto and whom to let go so that the organization grows. In all, an effective tool, if used in the correct manner by all the parties involved. References 1. http://topachievement.com/smart.html 2. http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-7-performance-management/ 3. Organizational Behavior, Stephen Robbins. 4. http://www.peoplestreme.com/what-is-performance-management.shtml 5. Journal of Organizational Behavior Management, Routledge Taylor& Francis Group

Show More
Related

  • BSBWOR502 Task 1: Policies And Procedure

    890 Words  | 2 Pages

    Performance management policy The performance management policy has been developed to ensure that the employees will develop skills and progress in order to assist with the company’s progress. It is also developed in order to assist employees to improve their personal growth and development. Staff will have individual performance plans for each financial year. Aim: • Recognize and efficiently implement employment development opportunities.

    Read More

  • Analysis of The One Minute Manager by Kenneth Blanchard and Spencher Johnson

    1220 Words  | 3 Pages

    The first philosophy “One Minute Goal Setting” makes tasks assigned to the individual clear and precise. The manager first expresses goals that need to be accomplished. Once an agreement is made, each goal is written down in 250 words or less. It is strongly held that it should take no more than a minute to read. You should reinforce each goal throughout the day. Also take time to look at your performance and see if your behavior matches your goals.

    Read More

  • Performance Management Case Study

    1596 Words  | 4 Pages

    It will aid the employees so that they can perform their jobs the right way. It also can identify the obstacles that may get in the way in which they can perform their job, which can be corrected through successful coaching and monitoring. Performance management can bring out the best in an employee so that they can achieve the highest standards when executing their jobs. Performance Management helps employees by giving them direction, clear picture and the support an employee needs to perform their job and still stay focused on the organization’s needs. It focuses on the employees objectives and the way they behave in order to assess what they have set forth in their objectives within their performance as well as they are still maintaining what the organization has set for them. Their performance must also be connected to them as part of a team, as well as their relationship with their customers as well as fellow

    Read More

  • Performance Management Performance Management Performance Management

    2246 Words  | 5 Pages

    this I will look into a few companies of each and write what sort of

    Read More

  • Performance Management Case Study

    1970 Words  | 4 Pages

    Contemporary, performance management rapidly become one of the most praised and most criticised human resources functions in organisations. According to a definition provided by Hutchinson (2013), performance management is a holistic work system which apply to process and contributes an effective management of individuals and business teams, it enabled business to plan, communicate, and achieve high level of organisational performance (Hutchinson, 2013). In particular, learning and develop every activity of the organisation and employee management including human resource, policies, culture, style and communications systems. The objective setting and performance appraisal are seem to be the heart of the approach (Greene, 2011). However, majority organisations tend to be failed by fairness and standardisation

    Read More

  • Hrm/531 Performance Management

    943 Words  | 2 Pages

    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

    Read More

  • Reward Management

    3615 Words  | 8 Pages

    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.

    Read More

  • Case Study Of BP Oil

    1654 Words  | 4 Pages

    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

    Read More

  • Woolworth Performance Management

    761 Words  | 2 Pages

    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.

    Read More

  • Effective Performance Management

    2176 Words  | 5 Pages

    Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align performance measures with current strategic objectives and future goals.

    Read More

  • Human Resources Management (HRM) and Organisational Performance

    1614 Words  | 4 Pages

    Human Resources Management (HRM) have been increasing aware by Business Studies and Organisation Management approaches because it closely related to organisational daily and organisational performances (Kalleberg & Moody, 1994). Human resources practices are suggested have influences on improving organisational performances in most organisations. Basically, oorganisational performances refer to the outcomes of employees performances and daily working which reflect the ability of one organisation fulfil its objectives and goals, such as employee’s performances, productivities, employee’s job satisfaction, financial outcomes (Huselid, 1995).

    Read More

  • Human Resource Management In The Workplace

    796 Words  | 2 Pages

    The manager communicates with the members of staff individually on a regular basis providing all the necessary information about the employee’s overall performance as it relates to their roles in the workplace. This performance appraisal is beneficial to employees as it allows them to create an outline for their goals with the greatest effort it should not be used to lower the employee’s level of motivation but seek to increase it.

    Read More

  • Impact Of Performance Management On Employee Performance

    721 Words  | 2 Pages

    Performance management sets expectations for employee performance and motivates employees to work hard in ways that is expected by the organization. Moreover, performance management system provides a completed and professional management process for organizations to assess the performance results of organization sand employees. Employee performance could be expected, assessed and encouraged. Macky and Johnson pressed that the importance of performance management system is on continuously improving organizational performance, and this is achieved by improved individual employee performance. Therefore, improving employee performance by using performance management system is a way to improve organizational performance. Hence this study investigates the employee performance management system in software companies.

    Read More

  • Essay On Impact Of Motivation On Employee Performance

    1385 Words  | 3 Pages

    Employee performance defines the individual performance and behavior. It is essential to understand that performance is not merely a tasks and work need to be done to receive bonus or pay increase. Main objective is to enhance the skills set of an individual while helping the business performance (Baker, 1999).

    Read More

  • Omega, Inc. Case Study

    2401 Words  | 5 Pages

    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.

    Read More

More about Human Resources: Performance Management

Open Document