PERFORMANCE MANAGEMENT IN AN ORGANIZATION

 PERFORMANCE MANAGEMENT IN AN ORGANIZATION

INTRODUCTION

Performance management, which restructures employee performance and effort to effectively meet the set of goals, is a continuous and methodical process for verifying the accomplishment of organizational business goals. (Amber Qureshi, Mubashir Hassan,2013). Established a framework for personnel management that includes compensation, planning for succession, planning for performance, learning, professional growth, and monitoring and reviewing. Companies must reconsider their hiring, training, and compensation practices in order to successfully organize their workforces; as a result, employees may be encouraged to be competitive. Without a question, people play a significant role in companies. One of the main management strategies of the organizations is to invest in employees. Organizations are seeking to develop, motivate and increase the performance of their employees in a variety of human resources applications (Gungor, 2011).

DEFINITIONS

Performance management systems can be identified as a continuous process that improves organizational performance through goal-setting for individuals as well as teams that is in line with the strategic objectives of the organization, performance planning to achieve the company's objectives or goals, assessment and review of progress, and employee knowledge growth. The standard and amount of work performed are enhanced by performance management systems, which also align every activity with the goals of the institution or company. Various applications for performance management tools exist, including supporting pay choices, such as how much one is paid, promotion decisions, such as who deserves to be promoted, and looking at particular requirements. Growth of workers and force reductions (Elaine, 2004). Performance management systems can be described as a continuous process that improves organizational performance through setting objectives for people as well as teams that is in line with the strategic objectives of the organization, performance planning to achieve the company's objectives or goals, examining and assessing progress, and staff development. (Michael2017). Performance management systems improve both the quality and quantity of work done and bring all activities in line with institution or organization goals.

IMPORTANCE OF PERFROMANCE MANAGEMENT

The yearly assessment of performance is complemented with performance management. New session is opened. Employees and management are made aware of what to look for at the yearly appraisal through this. It informs either the manager and the employee on regular updates to the evaluation procedure, what each can do to make it more efficient, and how performance might be enhanced generally. Continuous monitoring of performance shows to employees the value managers put on them. Employees think that their managers are concerned about their goals, their work, and any challenges that could happen on the workplace. In addition, they develop more open to getting feedback.

PROCESS

Employees and management engage throughout the performance management process to organize, track, and assess every worker's goals, future objectives, job path, and total contribution to the company's success.

BENIFITS OF PERFORMANCE MANAGEMENT

• Employees would be able achieve better outcomes since their targets for performance would be clear.

• It fairly and effectively analyzes the employee's performance in contrast with the performance standards and goals.

• Employs an effective performance evaluation system to settle disagreements and complaints among team members.

• It provides employees new opportunities for growth in their careers as professionals.

• Through the development process, it motivates employees to take on new challenges and develop.

• It encourages the offering of data in order for recognizing employees' skill and knowledge gaps so that they may be addressed through systems of instruction, guidance, and advising.

CONCLUSION

A theoretically updated, broad, and integrative strategy for understanding and assessing performance management effectiveness is offered in this paper. We find that although there has been a lot of empirical work on the relationship between aspects of PM and each evaluative criterion considered separately, very little work has examined the longer "value chains" of performance management. This is because we are using this model as a structure for analyzing and combining empirical studies in performance management. The future job market offers an important opportunity with this. We believe this framework and examine (including the propositions we develop) can be extremely helpful for advancing both research and practice in performance management, changing the field from more overly broad inquiries like "Is PM effective?" and "What is the ultimate criterion for PM?" and toward more specific and fruitful investigations regarding how performance management establishes value and for which people.

 

https://www.youtube.com/watch?v=WjvHPdlKoEA

REFERENCES

• Ravi Chandra G, Dr. A.B.Saraswathi, (June 2018) IMPACT OF PERFORMANCE MANAGEMENTSYSTEM ON EMPLOYEE PERFORMANCE- ACONCEPTUAL FRAME WORK FOR IT ORGANIZATIONS,  Volume 9, Issue 6

• D. B. Bagul(2014), A RESEARCH PAPER ON “STUDY OF EMPLOYEE’S PERFORMANCE MANAGEMENT SYSTEM, Vol. -I, ISSUE-III

• 1Dr. Bernardus Franco Maseke, 2Viola Karungu Unengu, 3 Tuukondjelanee Haufiku, March 2022, EFFECTIVENESS OF PERFORMANCE MANAGEMENT SYSTEM ON EMPLOYEE PERFORMANCE, Vol. 9, Issue 2, pp: (440-452)

• Amber Qureshi, Mubashir Hassan, ( September 2013), Impact of performance management on the organisational performance: An analytical investigation of the business model of McDonalds  Vol. 2, No. 5