Performance management

1.     What is performance?

“Behavior that accomplishers results”
                                                                                          (Armstrong, 2017 p.392)       

Assessment od performance entails evaluation of input and output       
                                                                                          (Brumbatc, 1988)       

Performance the outcome of three determinates 
Facts and things
How things are done
Motivation to do them
                                                                                          (Armstrong, 2017 p.392)

We can simply say that the action or process of performing a task or function

1.1 Performance management
Performance Management is about aligning the organizational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. In order to achieve the overall business strategy and to create a high performance workforce learning and development is really essential. Setting the goals, evaluation is outmost important to an organization
Performance management is about setting clear and measurable objectives for individual work  and is an important managerial and human resource tool. A well-run performance management system will provide staff with clear objectives for their job, and plenty of opportunities for feedback and discussion with their supervisor. The objectives will be clearly linked with the strategic priorities of the organization.
"Libraries that are concerned with improving organizational effectiveness, creating nimble organizations and enhancing employee performance and productivity are adopting a more structured performance management process based on the use of core competencies for staff."
                                                                                          (Chan, 2006 p. 144)

“Performance management comprises three sets of interrelated activities, all of which are linked into organizational objectives”
(Chan, 2006; McNeil, 2004)

·         Planning: at this stage, job responsibilities should be defined, as well as goals and expectations based on company requirements. The main tool for this will be the job description.
·         Coaching: monitoring performance on an informal basis, e.g. by weekly meetings, providing feedback, coaching and development as necessary.
·         Performance review: a more formal review, based on the appraisal. This is linked with recognizing and rewarding superior performance, dealing with performance which is below standard, and setting goals and training for the following year.
1.1.1        Performance Management Process



Figure 1:PMS Cycle

A performance management process uses to train & develop, reward, recognize, and retain company talent and skill. performance management process consists of several stages,
·         Planning and developing, where managers and employees collaborate to set short-term and long-term goals which is to link to organization objective.
·         Evaluation, Self-appraisal > manager appraisal > agreed assessment > manager approval, during which employee progress toward the goals is measured; and reward, at which time employees may receive merit increases, spot bonuses, or other forms of compensation for accomplishing their goals.

 

·         Reward, Performance appraisal is incomplete without reward and recognition. Formal rewards and recognition should form part of the performance review and management process to motivate employees and teams that have met or surpassed their performance targets. Offering rewards and recognition for good performance is a way of modeling employee behavior so employees can make every effort to qualify for the same at the next appraisal through continuous contribution to the organization’s goals. 

·         Set training and development, for training and development based on the assessment result
·         Check and adjust, usually there should be a check and adjustment to meeting organizational objective.

1.2 Impotency of PMS

“Individual goals can be aligned with organizational goal and specifically”
                                                                              (Jones et al, 1995)

·         Build a shared Vision
·         Avoid ambiguity by clearly defining roles of all employees
·         Provide and unambiguous framework for team
·         Provide and unambiguous framework for reward
·         Self-insight and development opportunity
·         Employees become more competent
·         Organization goal are clearly made


References

Adolphus, M., 2019. Emerald group publishing. [Online]
Available at: http://www.emeraldgrouppublishing.com
[Accessed 05 01 2019].
Anon., n.d. ultimatesoftware. [Online]
Available at: https://www.ultimatesoftware.com
[Accessed 05 01 2019].


Comments

  1. AmithJanuary 5, 2019 at 7:03 PM

    Elaborated well how performance management system effected to the organization as well as employees
    The floor you writing is good worth to read

    ReplyDelete
  2. Sampath W D NJanuary 6, 2019 at 7:00 AM

    Good article.Thanks for sharing 👍

    ReplyDelete

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