Research Paper: Performance Management

Pages: 10 (2782 words)  ·  Bibliography Sources: 10  ·  Level: College Junior  ·  Topic: Business - Management  ·  Buy This Paper

Performance management is the process with which an organization's managers and employees collaborate to plan, assess and appraise the work objectives of an employee and his/her general contribution to the organization. As compared to the annual performance analysis, performance management is the ongoing process of establishing objectives and evaluating progress. Furthermore, performance management involves providing continual coaching and response that are geared toward ensuring employees accomplish their career goals and objectives.

Therefore, the most essential goal of Performance management is to encourage and advance the effectiveness of employees ("Performance Management," n.d.). The reason for choosing this human resource topic is because of its importance in improving employee effectiveness in an organization. In addition, I've chosen this topic because my company is revamping its performance management platform, methods and procedures and this research would be helpful in understanding, developing and championing the work.

Types of Performance Management:

The field of performance management in organizations basically involves two distinct types of management which are:

General Performance Management:

In this type of performance management, the analyst considers and evaluates the performance of the entire company as a whole. This aspect may incorporate the assessment of the effectiveness of managers and departmental heads in reaching organizational goals.

Employment Performance Management:

This aspect of performance management includes a system of assessing employees to assist them in achieving realistic goals so that the company performance is enhanced. However, employee performance management differs in evaluation of individual employees. Regardless of this difference, it generally includes establishing goals, planning work, providing response and reviews, offering career development opportunities, and rewarding well-performing employees.

The performance management of individual employees is usually effective when work is planned and the established objectives are consistent. This is because planning of work and establishing consistent goals creates a system of expected incentives for good performance and penalties for poor performance ("What is Performance Management?" n.d.). Through these measures, employees can reasonably assume the benefits and penalties of work performance. Unlike the average annual review, the major advantage of performance management is providing employees with feedback on a more consistent basis.

Performance Management Process:

As mentioned earlier, performance management is the systematic process with which an organization involves its employees in enhancing its effectiveness to accomplish the organizational mission and goals. The systematic process basically involves

Planning:

Planning means the establishment of performance goals and expectations for individuals or groups in order for them to direct their efforts toward the accomplishment of organizational objectives. For an organization to be effective and improve its performance, planning of work should be carried out in advance. This process should also include the involvement of employees to enable the organizational workforce understand the goals of the organization.

Monitoring:

This means the consistent evaluation of performance and providing continual feedback to employees regarding their progress toward achieving their goals and objectives. For an organization to be effective, monitoring is done continually through assignments and projects. The ongoing monitoring of employee performance not only helps in determining employee progress toward the organization's goals but it also assists in making changes to problematic standards.

Developing:

As an integral performance management process, developing means to increase the capacity of employee performance through education and training, providing assignments to increase the level of responsibility, and enhancing work processes. It is through this process that the developmental needs of the employees are addressed and assessed. The provision of developmental opportunities and training to employees improves good performance, intensifies job-related competencies, and enable employees to cope with workplace changes.

Rating:

Due to the need for organizations to summarize the performance of its employees, rating is done in order to identify the best performing employee. This performance management process means analyzing employee or group performance against the established standards in the plan and allocating a summary rating of record ("Performance Management Overview," n.d.). Rating is assigned based on the procedures stipulated in the organization's appraisal program.

Rewarding:

Rewarding process means the recognition of employees either individually or as group members for their performance and contributions toward the organizational goals and objectives. Recognition of good employee performance is sometimes conducted without awaiting nominations for formal organizational awards.

Importance of Performance Management to Global Organizations:

Throughout the globe, performance management has had long history of growth and continues to develop in contemporary workplaces. This growth has led to the introduction of various performance management practices through the global new public management reforms initiatives (Van Dooren, 2011). In contemporary governance arrangements, this aspect of human resource management has become a critical part of management. Due to the influence of public management reform, performance management has now developed to become an important organizational process. This aspect of human resource management is important to many global organizations because of the following reasons & #8230;.

Working Toward Common Goals:

In many organizations across the globe, many employees are pre-occupied with daily routine tasks that they tend to forget organizational goals. As a result of this focus on routine jobs, individual performance has become a critical aspect in determining the overall performance of the organization. However, through performance management, an organization's HR department enables employees to understand its mission and goals and how their work fits into these goals. Moreover, with such understanding, performance management increases engagement and enhances program delivery.

Understanding of Job Expectations:

Performance management is important to global organizations because it empowers the agency's employees to think about and explain their role in the organization. This is done through the establishment of clear goals and expectations that provide employees with performance plans that are balanced and credible. With these clear performance plans, every individual employee is accountable for his/her own responsibilities and duties. This in turn helps in eliminating any uncertainties in the work place since employees understand their specific job duties and expectations.

Provides Feedback Regarding Performance:

Performance management helps the human resource department to identify the strengths and weaknesses of employees and facilitates better workplace communication. This aspect of HR management also provides opportunities to exchange opinions and views away from normal work pressures. This enables employees to better understand how their performance in the organization is supervised and evaluated ("The Importance of Performance Management," n.d.). Therefore, performance management can be utilized as a motivational tool to build the confidence of employees and increase their involvement in the workplace.

Improves Performance:

As an important aspect of human resource management in many organizations, performance management improves strategic, individual, and organizational performance. It enhances the strategic, individual, and organizational performance through continual evaluation of the agency's effectiveness, department s and employees. It also provides for supervisors to identify ways of improving performance through discussion of career direction and prospects. The effective implementation of performance management system enables an organization to improve its program delivery, boost employee involvement and productivity, and improve stewardship.

Recognition of Good Performance:

Through performance management, an organization recognizes the outstanding efforts of employees and provides various ways of showing appreciation for good performance. This boosts employee confidence and satisfaction, and provides career development opportunities.

Methods for Conducting Evaluations and 360 Degree Feedback:

According to the findings of a research, the conventional methods for conducting performance appraisals do not provide a precise view of performance. Actually, many supervisors and employees involved in performance appraisals through traditional methods conclude that these processes are a resounding failure. As a result, the best method for conducting evaluations is through the inclusion of the 360 degree feedback assessment. This method of assessment is more suitable because it contains more reference points, evaluates how an employee conducts his/her duties, and facilitates developmental discussions. However, for this method to be effective in achieving evaluation goals and objectives there are several points to consider including:

Understanding and Communicating Purpose:

There are several differences in how to use the 360 degree feedback survey for development rather than appraisal. One of the best methods for conducting these surveys is to understand the purpose and use of the method since scores will differ based on the purpose. The need to understand the purpose of the method is critical because it influences the interpretation of the scores. Therefore, it's important for an organization's supervisors to consider the differences when conducting the 360 degree feedback assessment and interpreting the results.

In addition to understanding the differences to determine the use and purpose of the survey, it's important to communicate the intentions of the survey to participants in advance. Participants should be informed of the intended purpose of the assessment before it's conducted and how its results will be used ("Tips for Conducting 360 Degree Performance," 2009).

Using a Pilot Group:

The second best method of conducting evaluations and 360 degree feedback is to use a pilot group before conducting overall surveys. The use of a pilot group prior to general organizational assessments and evaluations has various advantages including its ability to permit the modification of the process. Additionally, the use of a pilot group enables the supervisors to identify many potential problems and refine them. This modification enables the… [END OF PREVIEW]

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