Figure 1 performance :(
Introduction.
Performance management is
an important aspect in HR it’s continuous and systematic approaches ensure to
achieve organizational business targets and strategies’ by streamlining the employee’s
performance. a management process for ensuring employees focus their work
efforts in ways that contribute to achieving the missions.
· performance management is
a tool that is widely used by managers to monitor and evaluate the work
performance of employees.
· The tools which start working from Job designing followed with coaching, training, and development and connect performance with reward and recognition and ultimately result to achieve the organization goals and objectives
· To understand the components of performance management. Namely planning for, supporting, and assessing performance, and how these components are related.
“The continuous process of improving performance by setting individual teams and goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills, and abilities of the people.” (Armstrong, 2017 p.391).
“A systematic process for improving individual, team and organizational performance”(Armstrong, 2014 p.331).
“Armstrong
argues for Employee involvement in the process on the basis that ‘people are
more likely to respond positively and are more likely to work to improve their
performance and develop their capabilities if they share in the processes of
defining expectations [and] are involved in creating and developing their
skills and competencies” (Armstrong, 2017. p.396).
Performance
management tools.
1.
Flexible work OS with performance management capabilities.
2.
friendly continuous performance reviews.
3.
Performance management software.
4.
Continuous performance management with people analytics.
5.
Employee Growth
6.
integrated continuous performance management.
7.
performance appraisal goals and feedback culture.
8.
performance management for enterprises.
9.
personally-tailored development plans.
10.
Advanced metrics such as (objective and key results.
Figure 2;performance (
1. Setting and
Defining Goals to Fulfill Organizational Objectives.
2. Developing a Performance Culture.
3. Encouraging Employee Empowerment.
4. Promoting Improved Communication Between
Teams.
Setting goals.
meetings the
managers discuss with the employee about the upcoming challenges and work
responsibility. New goals and objectives are set for the employees for the next
financial year. The standard performance expected for the employee is also
conveyed in the performance feedback meeting.
Developing
performance culture.
The attitudes and behaviors of the
employee are also addressed during performance management. Through
performance feedback, the managers put forward the favorable behavior expected
from the employee to make a teamwork success. The upbeat attitude of the
employees keeps the organization thriving and inspired.
Encouraging
employee.
Employee engagement is the involvement and
enthusiasm of employees in their work and workplace.
Promoting Improved communicating and
build-up the team spirit.
Teams in good spirits are confident in their jobs and can
tackle difficult situations without any hassle. The reason behind this is that
team members support each other and are open to making mistakes. They learn
from their mistakes and try to improve each other.
Figure 3 pdca (
Conclusion.
In all the
performance appraisal and the performance management system should help an
employee in achieving the results efficiently and effectively thereby also
fulfilling the organizational goals. Constant learning and improving based on
the performance appraisal allow for more effective decision making followed by
leading and influencing larger teams to achieve their goals. Standard Performance gives Training and
Development is about imparting knowledge to improve the skills and abilities of
the employees to meet the current or future competency need.
References
kompasiana, n.d. www.kompasiana.com.
[Online]
Available at: https://www.kompasiana.com/image/shellylau7195/60ad05a98ede4828cb6602c2/mengapa-performance-management-itu-diperlukan?page=1
[Accessed 10 dec 2021].
leanmap, n.d. www.leanmap.com. [Online]
Available at: https://www.leanmap.com/academy/performance-management/
[Accessed 10 dec 2021].
toniglassconsulting, n.d. www.toniglassconsulting.com.
[Online]
Available at: https://www.toniglassconsulting.com/single-post/2018/11/29/performance-management
[Accessed 10 dec 2021].
Armstrong, M and Taylor, S. (2017)
Armstrong’s Handbook of Human Resource Management Practice. London: Kogan
Page
Performance management is essential to identify the level of employees productivity and to evaluate whether the organization has achieved its goals. The blog gives a fundamental idea on performance management, tools used to identify the performance of the employees and the organizations.
ReplyDeleteThanks for your valuable comments
DeletePerformance Management is important to identify the Company and the employees Goal, well explained.
ReplyDelete
ReplyDeleteThe process of ensuring that a collection of actions and outputs matches the goals of an organization in an effective and efficient manner is known as performance management. Performance management can concentrate on an organization's, a department's, or an employee's performance, as well as the systems in place to manage certain duties.
Managing performance of employees of a skill which requires at a highest level. Identification of each one's interests, their skills, efficiency and commitment immensely help the management to put right people to right positions which would certainly contribute to achieve desired Goal
ReplyDeletePerformance is defined as behavior that accomplishes results. As noted by Brumbach (1988: 387):
ReplyDeleteAs Brumbach has described, performance refers to both behaviors and results. Performance management is an enterprise management tool that allows managers to monitor and evaluate employees' work. So you have summed up the lesson well from introduction, tool building, goal setting, culture building and meeting the goal.