Performance Management towards Organization Excellence
The performance management is crucial an organization as it provides a sense of direction, motivation and a framework for measuring the performance. It helps individuals to focus their efforts, prioritize tasks and ultimately achieve meaningful outcome. If the performance management system used properly it led to an organization excellence and provide value to human capital. It’s all about to achieve set targets in short run and performance improvement and talent management in long run.
However, most of the organization
not having effective performance management system as they are using poorly developed
tools and process and employees are not willing to align their job role with
performance management system as they just want to do a routine job and earn
money. Further managers are reluctant to provide effective feedback and give a
chance to have an open discussion with their employees as they fear of losing
relationship with them. In addition, employees believe that their supervisors
are unskilled at discussing their performance standards and guide them to identify strengths, weakness and to development
needs.
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An organization uses
various internal and external assessment methods to evaluate the performances.
Internal methods are used to recognize, appreciate and reward high performers.
External methods are used to identify
high performers in the labor market for
hiring new employees.
The aim of Performance
Management
A well designed and well accepted performance
management system will have a fourfold purpose. (Armstrong and Taylor, 2023)
1. Strategic
Communication
2. Relationship
Building
3. Employee
Development
4. Employee
Evaluation
The main focus of performance
management is to achievement of organizational strategic goals which also includes managerial, developmental and administrative
purposes as well.
In addition employees
are clear about expectation from them in term of results and behavior,
receiving feedbacks to further improvement of their knowledge and skills and individual
contribution and potentials recognized ,rewarded and appreciated.
The design of a performance
management system should be based on values related to ethical principles of
respect of individuals ,justice ,equality and transparency.
High Performance
Cultures
High performance management
is about improve the performance through human capital and develop high performing
culture. The characteristics of high performing cultures consist following.
·
Management outlines what requires to
performance improvements, sets goals and monitor performance to ensure the achievement
of set goals.
· Introduction of alternative work
practices including restructuring the work groups, improvement of work teams, team
briefing and flexible working.
· Employees are clearly communicating what
are expecting from them, their job role, understand organization goals and accountability.
· They feel their job is fit for their
capabilities
·
Availability of pool of talent.
· Performance management process is
aligned to organization goals and employees are committed achieving agreed job.
The impact of
Performance Management
At organizational level
performance management expect to improve the performance but creating a
performance culture to inspire towards to achieve greater result. At individual
level performance management expect to improve the knowledge, skills, abilities
and identify the training and development needs of employees.
Conclusion
This shows that
performance management system allow an organization to attain a high competitive
advantage. Before introducing a performance management system there should be a
well define purpose. If there is no clear definition they fail to achieve
desired goals. An organization encourages to introduce performance management system
in order to achieve organizational development as well as to improve decision making
process.
1.
Armstrong, M. and
Taylor, S. (2023). Armstrong’s Handbook of Human Resource Management
Practice: A Guide to the Theory and Practice of People Management.
[online] Google Books. Kogan Page Publishers. Available at:
https://www.google.lk/books/edition/Armstrong_s_Handbook_of_Human_Resource_M/3oChEAAAQBAJ?hl=en&gbpv=1&printsec=frontcover
[Accessed 18 Dec. 2023].
2.
www.bing.com.
(n.d.). Performance Management towards Organization Excellence - Bing
video. [online] Available at:
https://www.bing.com/videos/riverview/relatedvideo?&q=Performance+Management+towards+Organization+Excellence&&mid=E4D981B277C5CA12E919E4D981B277C5CA12E919&&FORM=VRDGAR
[Accessed 18 Dec. 2023].
Yes performance management will help the organisation to identify the areas to be improved and help to reward and recognise the employees. A good performance management strategy will create more employees engagement, accountability, clear goals, rewards and compensation, increase productivity and retention of the employees,
ReplyDeleteGood Article, Performance management sets clear goals and expectations for individual and team performance, aligning them with organisational objectives. This focus can guide and motivate employees to strive for excellence.
ReplyDeletePerformance management is setting clear and measurable objectives for work, and is a vital managerial and human resource instrument. 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 (Fernando, 2020)
ReplyDelete