Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.
Performance management forms a bridge that connects between the employees and the organization. Organization considered performance management as insurance for the both company that employees will attempt to give their best performance at the work site. In return, the organization will fill their obligation to the employees by providing all the necessary tools, resources, training materials, feedback, motivation, appraisals, and rewards systems to assist the employees with being fully successful. Kazlauskaite, Buciuniene, & Turauskas (2012), indicated, “Organizations empowerment was positively related to job satisfaction, and affective commitment” (p.138).
Example: The Suicide Hotlines makes it mandatory for the employees to complete quarterly surveys and provide open feedback on how to make improve changes to reduce the stress of the employees while making the services more productive. Based on the feedback that the employees gave in the last two years, the hotline now have three new services that has separate department. The text, chat, and homeless programs to provide the employees change for the stress of working with suicide clients yearly.
By the employees providing feedback and the organizatio...
... middle of paper ...
...change. The organization must provide training that fosters the attitude of using performance management. The organization must be prepared for long-term utilization and have resources to support the performance management plan.
Gagne, K. (2002). Using performance management to support an organization's strategic business plan. Employment Relations Today, 28(4), 53-59. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http//.site.ebrary.com/lib/ashford/Doc?id=108932710
Kazlauskaite, R., Buciuniene, I. & Turauskas, L. (2012). Organisational and psychological empowerment in the HRM-performance linkage . Employee Relations, 34(2), 138-158. Online learning, and teaching in higher education [ebrary Reader version] Retrieved from http//.site.ebrary.com/lib/ashford/Doc?id= 2540278881.
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