BENEFITS OF PERFORMANCE MANAGEMENT
An organization can receive number of benefits from a performance management system. Having a better performance management system is supportive to evaluate the performances of employees. The management of the performances of employees is supportive to enhance their satisfaction level and create a loyal employee base (Poole, 2013).
Further, identification of the needs of employees is another benefit that the organization can receive through a better performance management system. Moreover, the performance management system within the organization is supportive to motivate employees to achieve organizational goals and objectives. The performance management system provides opportunities for employees to learn and improve their skills and abilities. As a result of that, employees are able to grow in their career (Branham, 2012).
Improving satisfaction level of employees is important to improve their performances. When the employees are satisfied with what they do, they preferred to work happily and as a result of that the performance level of the employees get increased. Therefore, it is important to implement a performance management system within the organizational context in order to improve the satisfaction level of employees. Moreover, it is supportive for the organization to identify the most talented employees. Identification of the talented employees with the organization is supportive for that to retain them with the long run. Therefore, implementing a performance management system is important for an organization to create a talented workforce(Javidmehrand Ebrahimpour, 2015).
Improvement of the abilities, skills and knowledge of employees is important for the organization to enhance their performances. Then the management of the organization will be able to enhance the performances of employees. Implementation of a performance management system within the organization is supportive for the organization to enhance the performances of employees and meet the organizational goals and objectives. The organization should be able to connect the employees with organizational goals and objectives. Therefore, implementation of a performance management system will be supportive for the organization to make the employees contribute to the achievement of the performances goals of the organization (Holpp, 2011).
References:
Branham, L., 2012. The 7 Hidden Reasons Employees Leave. 2nd ed. United States: AMACOM.
Holpp, W., 2011. Win-Win Performance Appraisals: What to Do Before, During, and After the Review to Get the Best Results for Yourself and Your Employees: What to Do Before, During and After the Review. 1st ed. USA: McGraw-Hill.
Javidmehr, M. and Ebrahimpour, M. (2015). Performance appraisal bias and errors: The influences and consequences. International Journal of Organizational Leadership, 4 (3), pp.286–302.
Poole, L., 2013. Perfect Phrases for Coaching Employee Performance: Hundreds of Ready-to-Use Phrases for Building Employee Engagement and Creating Star Performers. 1st ed. USA: McGraw-Hill.
Hi Sameera agree with your post. As suggested by Gruman and Saks (2011), "We suggest that producing performance increments may be best achieved by orienting the performance management system to promote employee engagement".
ReplyDeleteDear udana, I'm agreed with you.
DeleteAlso effective management of performance is a source of sustainable competitive advantage. For a firm to achieve this, performance management system must be used not just as evaluation and documentation tool but also as a strategic tool. In this way, there will be a holistic analysis of performance at organizational, process and individual levels for individual satisfaction, commitment and goal (Mishra, 2012)
attainment
If I may further add to your post, Performance management in reality helps to align the objectives of KPIs in an organization. Which can be applied to job categories in all organizations (Juneja, 2015).
ReplyDeleteDear Melanie, thank you for your comment. I'm agree with you also KPI system is a powerful tool pursuing at least two global tasks for any company. One of them is undoubtedly efficient motivation of labor activity of personnel, as the worker has clear realistic (in case of professional development and adjustment of system by HR Department specialist possessing this tool or by the third-party specialist-advisor) plans and criteria of remuneration, determining the amount of his/her variable remuneration. And equipping with management system tool convenient and adaptive for company specific nature (at least one main determinable performance indicator may be determined in any activity)( Iljashenko, O., Bagaeva, I. and Levina, A. 2019)
DeleteHi sameera,
ReplyDeleteperformance management is about working out a rating for employees and making pay decisions based on this rating (Ellis and Saunier, 2004), rather than a concerted attempt to improve the organization’s performance and develop employees. Others have suggested that there is often a failure to align performance management with other crucial organizational processes such as strategic planning (Ellis and Saunier, 2004; Torrington et al., 2008)
Dear thanuja, thank you for your comment. I'm agree with you also High performing organizations require effective employee performance management systems to promote and develop the values, principles, and competencies needed to sustain their optimal outcomes. Performance management can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework. Effective management of individual performance is a source of sustainable competitive advantage through attempts made towards promotion of high performing workforce (Mishra, 2012)
DeleteHi Sameera, do agreed with your post. Most employees want direction, freedom to get their work done, and encouragement not control. The performance management system should be a control system only by exception. The solution is to make it a collaborative development system in two ways. First, the entire performance management process coaching, counselling, feedback, tracking, recognition, and so forth should encourage development. Ideally, team members grow and develop through these interactions. Second, when managers and team members ask what they need to be able to do to do bigger and better things, they move to strategic development (Michael Armstrong, 2006)
ReplyDeleteHi Ramesh thank you for your comment, Management is keener to understand how companies can improve sustainability performance, and more specifically, how they can identify, manage and measure the drivers of sustainability that can lead to improve corporate’s system, operations and results (Epstein 2008
DeleteHi Sameera agreed with your post. Further to add on this Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their ability and it is a whole work system that is when the job is defined as needed. (Den Hartog 2004)
ReplyDeleteHi Thanuja, thank you for your comment. Among the many concerns organizations have, an important focus is employee perception of organizational justice given the role it plays in attitudes and behaviors of employees (Greenberg, 1987).
DeleteWell explain Sameera, but I would like to add few more things. Employee performance impacts the bottom line of an organization. For this reason, it is the responsibility of organizational leaders to be aware of the importance of training and development’s impact on the performance and evaluation of employees. Employee training and development assists the organization and employees in attaining diverse goals, such as improving morale, sense of security, employee engagement, and overall competencies necessary to perform a particular job. In addition, organizational leaders should use systematic approaches for assessing employee performance, which outcomes are usually determined on personal, organizational, environmental, motivation, skill level, aptitudes, or role perceptions factors. With suitable training and development opportunities, as well as effective employee performance assessment approaches, employees will be capable of assisting the organization in achieving its competitive posture in today’s global market (Rodriguez and Walters, 2017).
ReplyDeleteHi Dinith, thank you for your comment. Management is keener to understand how companies can improve sustainability performance, and more specifically, how they can identify, manage and measure the drivers of sustainability that can lead to improve corporate’s system, operations and results (Epstein 2008
DeleteHi Sameera you have articulated and have built the story well. According to Park et al. (2016) find that employees’ perceptions of fairness and trust build a positive sense of self-worth and self-identity that works as a strong motivator for their engagement at work. Employees are well aware that their efforts shall produce the desired outcomes and rewards accordingly; therefore, they strive to achieve the targets (Armstrong, 2015)
ReplyDeleteHi Samantha, thank you for your comment. Employee Development is one of the most important functions of Human Resource Management. Employee development means to develop the abilities of an individual employee and organization as a whole so; hence employee development consists of individual or employee and overall growth of the employee as when employees of the organization would develop the organization, organization would be more flourished and the employee performance would increase (Elena P. 2000).
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