Introduction
Organizations expect their employees
to perform individually and as groups. These performances are expected to contribute
towards the organization in many ways such as, profitability, productivity,
goodwill etc. It is important that the performances are continuously evaluated
and space is provided to improve.
Developing the performances of individuals
and teams in order contribute towards the organization performance is known as
performance management
The objective of performance management is
to align individual goals towards the organization goal and making individuals
uphold corporate core values
Similarly, when a performance management
system is not executed properly it brings out negative results. Increased staff
turnover, waste of time and money, damaged relationship, demotivation to
perform, unclear rating system etc., are some of them
A performance management system with characteristics
such as alignment of individual goals with the organization goals, the system
should suit the organization culture, should be practical, identification of
effective and ineffective performances, should be reliable etc
In the context of Sri Lanka, except for a
very handful of high ended organizations, many have misunderstood the Performance
Management to Performance Appraisal. The HR department more or less being
disliked by the employees due to this reason. It is important to provide necessary
space for growth by obtaining feedback, providing coaching and of course when
matters get out of control it should begin with discussion.
Conclusion
Performance Management should not be
misunderstood for Performance Appraisal. Performance management should be
effectively implemented in order to bring in good results.
References
Aguinis, H., 2013. Performance Management. Third
ed. s.l.:s.n.
Armstrong,
M., 2006. A Handbook of Human Resource Management Practice. Tenth ed.
s.l.:Kogan Page Limited.
A very interesting Topic. While agreeing with the author i'd like to add some ideas as well.
ReplyDeletePerformance management is almost like retention. Once an employee starts employment, performance management also begins. The process happens throughout the employee lifecycle and gives leaders an opportunity to create advancement.
Performances managing with or without tools and make use of the outcomes by rewarding people who do well is a basic idea of the concept and the important part is that understanding should be there of what and when the things to be taken place.
ReplyDeleteAn organization monitors employee performance at least once a year, which can give employees a better idea of their service. It can determine the training, transfers, promotions, salary increments, allowances, etc. required for an employee. Observing employee performance is very helpful for an organization's growth.
ReplyDeleteDefinetly performance evaluation to be done since this will effect to the Organization growth & the increase the employee efficiency
ReplyDelete'Performance evaluation ' is one of the common wording with related to HR. It simply says that the employee evaluation is done by his/her performance. It is important to have employee evaluations periodically since organization can get an idea of where employee stands.
ReplyDeleteTimely & Proper evaluation of the employee performance will give the best outcome & improves the company performances.
ReplyDelete