The organization’s goals and missions can be effectively accomplished if the employees are adequately involved in their operations. Platts & Sobótka (2010, p. 349) claim that the employee being the main factor that determines whether the organization excels or not, should be treated in a manner that will make him improve his willingness to perfect his work. Performance of an organization is dependent on three factors: the first factor is the inputs which is a category of employees who offer their skills, knowledge and competence. The second factor is the human resources who have a role of transforming the inputs into outcomes. The third factor is the output and this is dependent on the work behavior of the inputs and the human resource. Management of the employee’s performance includes: work planning and setting expectations; performance monitors; developing and improving performance capacity; performance rating and rewarding for excellent performance.
Management of Employee Performance
Effectiveness in an organization can be achieved if planning is done in advance. In planning the organization’s performance expectations are set and individual and group’s goals are identified which should aim at accomplishing the organization’s objectives. Employees should be involved in the planning process and involving them make them have a better understanding of the organization’s goals. Duff (2010, pp. 68-72) suggests that employees involved in planning have a better understanding of what is to be done, the reason for doing and the best ways in which it should be done.
Planning employee performance require establishment of performance standards and elements which should be measurable, achievable, understandable, equitab...
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Platts, K., & Sobótka, 2010. ‘When the uncountable counts: An alternative to monitoring employee performance.’ Business Horizons 53, no. 4, (July 1): 349. http://www.proquest.com
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