DIFFICULTIES IN PERFORMANCE MANAGEMENT

Bias nature towards recent behaviours of employees is a difficult in the management of performances of employees. Therefore, it is important to avoid the bias nature of employees when managing their performances. In order to overcome the bias nature of employees, the management can use a common framework for the management of the performances of employees. The management of the organization should focus on different types of behaviors of the employees. Then the behaviors of the employees should be identified effectively, it will be supportive for the company to identify the differences among the employees. Then the company can apply an effective performance management system for the management of the performances of employees(Javidmehrand Ebrahimpour, 2015). 

Stereotyping is a psychological division a person into a particular group and it is a difficulty associated with the performance management. The employees have different psychological backgrounds. Therefore, it is important to identify the differences in the psychological variations of the employees. Then the organization will be able to identify the areas of the performance management that should be implemented and that will be supportive for the organization to enhance the performances of employees(Holpp, 2011).

 Further, severity error is a difficulty associated with the performance management and all those difficulties should be avoided in order to obtain better outcome from the performance management. It is important for the organization to focus on the severity error in order to improve the final outcomes of the performance management system. After overcoming these issues, the organization will be able to enhance the performances of employees (Lamont, et al., 2011).

 References: 

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. 

Lamont, E., Hampel, B. and Bruce, A., 2011. Solving Employee Performance Problems: How to Spot Problems Early, Take Appropriate Action, and Bring Out the Best in Everyone. 1st ed. New York: 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.

Comments

  1. Samantha SamarasingheMay 19, 2022 at 7:37 PM

    Hi Sameera, well-written article. "The organizational goals are critical elements of Performance Management as they ensure that the entire organization agrees on, owns, understands, commits, and contributes toward the achievement of the organizational objectives. Goal-setting demands the purposes of PMS and should be communicated clearly within the organization"
    (Johanson, Almqvist, & Skoog, 2019).

    ReplyDelete
  2. sameera wassMay 30, 2022 at 8:57 AM

    Hi Samantha, thank you for your comment .Performance management is a critical aspect of organizational effectiveness (Cardy, 2004). Because it is the key process through which work is accomplished, it is considered the “Achilles Heel” of managing human capital (Pulakos, 2009)

    ReplyDelete

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