Gateway Report on Accomplishing Goals Through Performance Management Term Paper

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¶ … Improving Gateway's Performance / Gateway: Report On Accomplishing Goals Through Performance Management

Role of Job Analysis and Evaluation in Achieving the Organizations Strategic Direction

Ways in Which Performance Management Can Meet the Organization's Goals

Ways in Which Performance Management System Can Improve the Outcomes for the Organization

Five Recommendations That Gateway Institute Should Implement

Role of Job Analysis and Evaluation in Achieving the Organizations Strategic Direction

Analysis refers to the comprehensive procedure of identifying and establishing the responsibilities of a certain job as well as its requirements and the significance of these responsibilities for the specified job. The procedure whereby conclusions regarding information gathered on a job is referred to as job analysis. A significant aspect of job analysis is that the evaluation is not conducted on an individual, but rather on the job. Whereas job analysis information could be gathered from incumbents via questionnaires or interviews, the evaluation's product is a description of the job and an individual's description. The aim of job analysis is to determine and record the 'job relatedness' of recruitment processes like training (HR- guide, 2015).Buy full Download Microsoft Word File paper
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Term Paper on Gateway Report on Accomplishing Goals Through Performance Management Assignment

Being an essential section of strategic planning, job analysis offers comprehensive assessment of responsibilities and duties, risks and dangers, and tools and equipments to be utilized for the anticipated output. The major aim of carrying out the analysis is to get an understanding of which individual to fit in a specific position to accomplish the work. However, the primary objective of Strategic Human Resource Management (SHRM) is to establish how to make use of human capital to attain organizational goals. Job analysis involves establishing the training requirements analysis of workers to achieve the preferred outcome and productivity while SHRM makes a decision regarding the training content, the manner and time to train the workers to raise the yields to obtain greater business profits. The procedure of job analysis acts as the foundation needed in the effective planning of the future strategies of any business. If authentic data is gathered during the procedure, the managers can then make effectual policies and strategies in advance and can stay pro-active to address the unexpected situations. The major objective of carrying out the procedure of job analysis is to establish the factors influencing human conduct in an organization. The plan is to establish if they are skilled enough to successfully conduct the assigned task or if they should be placed on another position. SHRM deals majorly with drawing policies and techniques to position the right individual at the right position and at the appropriate time to obtain maximum productivity from them. In other words, it deals with the best utilization of the human resources (MSG, 2015).

It is important to realize that a competency-based job analysis technique has a positive influence on the performance of a company. Organizations ought to begin looking into skills as opposed to responsibilities in order to become further strategic with regards to their job analysis. Skill shaping approaches together with probable bridging of job analysis, via the utilization of a strategic plan could actually make a lot of difference. The emphasis is on joint effort orientation, adaptability as well as other characteristics of workers that are regarded to be essential for successful job operation. Other skills are interpersonal skills, creative thinking, adaptability, decision-making capabilities, personal motivation and interpersonal skills. For an organization that desires to develop a strategic job analysis, the application of a competency technique is vital. In addition, proactive job analysis could assist an organization in developing a suitable infrastructure through the definition of the duties to be carried out and the deadlines for completing them. A proactive job analysis would play a part in the organizational performance via encouraging positive job mind-sets (Singh, 2015).

Ways in Which Performance Management Can Meet the Organization's Goals

Performance management and measurement systems are established as a way of supervising and sustaining the control of an organization, which is the procedure of making sure that the respective company follows action plans which result to the accomplishment of general objectives and goals (Salem, 2003). Performance management refers to the process whereby managers and employees work as one to arrange, supervise and evaluate the work objectives of a worker as well as his/her overall input to the company. Apart from simply being a yearly performance evaluation, it is also the continuous procedure of setting objectives, reviewing progress and offering an on-going training and feedback mechanism, to ensure that the workers are meeting their set objectives. The primary aim of performance management is the promotion and improvement of employee effectiveness (Hr Council, 2015).

Performance is a variable on its own. It can be excellent, good, average or poor; however, these are subjective phrases. One actually needs to recognize what is meant by excellent, good, average, or even poor particularly if one intends to compare the performance of one person, one group or one company with another with a view to rewarding or penalizing. The level of performance needed is frequently called a target. The major aspects to be considered in setting of performance targets include; the targets ought to be expressed in a way that creates a clear focus for every decision and action; the targets should not only be traceable to but also coherent with the goals of an organization hence permitting the extent of success to be measured; The targets ought to be set for process output instead of personal performance in order to encourage teamwork and the targets ought to concentrate on purpose instead of actions (CQI, 2015).

Suitable performance management assists each person in the company to know: the objectives the business is attempting to accomplish, their duties in assisting the business accomplish its goals, the necessary skills required to accomplish their tasks, the performance standards needed, means of enhancing their productivity and contribute to the growth of the company, how they are performing and in case of certain performance issues how to go about them (Acas, 2015).

In the process of implementation of performance management systems, the managers ought to be open to the contributions of their employees, receptive to reasonable concerns and questions regarding performance standards and assessments. Eventually, managers gain by truthfully administering these systems. They assist to avoid and rapidly solve interpersonal disagreements and work problems and possess a considerable influence on the success of the company. Such a system ought not to be utilized as a disciplinary or a psychological counseling procedure. Coming up with a common vision and company's strategic goals with performance goals for every business function or unit is the foundation to satisfy set objective in any company. Distortions such as irregularity in payment, favoritism, racism as well as sexual harassment get more challenging with the properly-developed performance systems. They are most probable of yielding high quality work when compared to the poor systems. Therefore, all these assist in the achieving the set company goals through a properly defined and rapid manner (Gunaratne & Plessis, 2007).

Ways in Which Performance Management System Can Improve the Outcomes for the Organization

Organizations attempt to manage the performance of each worker, team and even of the company itself. The procedure of performance management is quite similar, and is irrespective of the place where it is used. Data in this topic explains the overall performance management procedure. The data is customized for every application in the following topics, Employee Performance Management, Group Performance Management and Organizational Performance Management (Management Help, 2015).

Performance management enhances performance-based discussions. This implies that performance management procedures compel the managers to talk about performance issues with their workers. It is this constant training that influences modified behaviors and employee growth since lays specific functioning and behavioral standards for the employees, which in turn enhances the general results for an organization (Patricia, 2015).

In addition, performance management assists in the motivation of workers as well as the retention of workers; retention is the opportunity for an employee to continue to grow as also to get better in career and job enhancing capabilities. Actually, this chance to continue to grow and get better via coaching, and development is among the most significant aspects in the motivation of workers. The main focus of every aspect of this is on coming up with the most superior labor force so that both the individual workers together with the organization are able to meet their work goals in service to clients (Sahoo & Mishra, 2012). It gets simpler for one to closely observe the whole procedure of performance evaluation to guarantee compliance within the company (Success Factors, 2015).

Performance management assists the organization in the development of the team members. The organization can utilize it to expand their skills, and to challenge them to move newer avenues. Doing this shall offer chances for personal development, which shall in turn assist to stimulate the passion that they have for their jobs. Assisting them to grow and develop shall assist the organization to advance the employees through the organization. The workers could be developing their… [END OF PREVIEW] . . . READ MORE

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Gateway Report on Accomplishing Goals Through Performance Management.  (2015, September 30).  Retrieved September 23, 2020, from

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