Performance Management

21st September 2018

Blog : 06

Performance Management

Today world Performance Management is the important course of action of each and every organization. Without performance of employee the organization cannot survived, so managers and employees should be work together to plan, review and monitor an employee's work objectives and overall contribution to the organization. Its deals with the challenge organizations face in defining, measuring, and stimulating employee performance with the ultimate goal of improving organizational performance.

Performance management is a continuous process of identifying, measuring and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. Further he said that it is five elements which are agreement, measurement, feedback, positive reinforcement and dialogue (Aguinis, 2005).

Today, performance management term as an overall description of a process of performance planning and review conducted by managers and individuals has largely replaced the term performance appraisal. The latter has often been relegated to a description of the performance assessment and rating aspect of performance management (Armstrong, 2014).

Gruman and Saks, (2011) Performance management is a vital feature of organizational effectiveness, because it is the key process through which work is accomplished, it is considered as a weakness of managing human capital and should therefore be a top priority of managers.

Tiawati (2014) stated that, with to proper use, performance management organizations will get remarkable benefits, particularly in the management practices in public organization in the developing countries.

According to Pulakos (2009) explained that performance management is the key process through which work gets done. Further he explains it’s how organizations communicate expectations and drive behavior to achieve organization’s goals and objective.

Objectives of performance management

Performance management is to boosting a high performance capacity of individual and teams so that they jointly take overall responsibility to achieve the organizational goals and objective. The overall objective of a performance management system is to achieve the capacity of the employees to the full potential in favor of both the employee and the organization, by defining the expectations in terms of roles, responsibilities and accountability, required competencies and the expected behaviors.

Performance management provides the basis for self-development but importantly, it is also about ensuring that the support and guidance people need to develop and improve is readily available.

Chamberlin (2011) found that the real aim of setting objectives is for people to know exactly what it is they have to do, when they have done it, that they are able to do it, why they have to do it and that it is something they should be doing, and how they are progressing along the way.

References

Aguinis, H (2005) Performance Management, Upper Saddle River NJ, Pearson Education

Armstrong. M, (2014). Handbook of Human Resource Management Practice, 13th edition

Chamberlin, J (2011) Who put the ‘art’ in SMART goals? Management Services, Autumn, pp 22–27

Gruman, J. A. and Saks, M. (2011) ‘Performance Management and Employee Engagement’, Human Resource Management Review, 21, pp. 1-11.

Pulakos, W D (2009) Performance Management, Chichester, Wiley-Blackwell

Tiawati, Z. (2014). Performance Management System: The Practices in the Public Organization in the Developing Countries. Information and Knowledge Management, Volume vol 3, no.4, pp. 126-135.