IMPEDIMENTS OF PERFORMANCE MANAGEMENT

There are different barriers to performance management. Lengthy and complicated process of performance management is a barrier to enhance the effective outcomes of the performance management process. There will be resigning of employees due to unfair results. Therefore, the results of the performance management appraisal should be fair for all employees. It is important for the organization to identify the barriers to the performance management. The lengthy and complicated process of the performance management will create negative outcomes of the performance management process. Therefore, it is important for the organization to overcome this barrier in order to improve the outcomes of the performance management of the organization(Lamont, et al., 2011).

 Incorrect and misleading information can affect negatively on the final outcome of the performance management. The organization should be able to overcome the issue by using true information in the performance management system. Then the organization will be able to overcome the barrier and improve the performances of the employees. That will be supportive for the organization to enhance the overall performances of the employees and the organization (Falcone, 2017). 

 The employees may loss the self confidence due to ineffective management of the performances of employees. The insufficient management expertise in the organization is affecting negatively on the performance management. The losing of the self confidence of employees is affecting negatively on the performances of the employees. Therefore, it is important to overcome this issue in order to enhance the performances of employees (Mejias and Jana, 2018).

 References:

 Falcone, P., 2017. 101 Sample Write-Ups for Documenting Employee Performance Problems. 3rd ed. New York: AMACOM.

 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.

 Mejias, A. and Jana, T., 2018. Erasing Institutional Bias. 1st ed. United States: Berrett-Koehler Publishers.  

Comments

  1. Thanuja SajaniMay 19, 2022 at 1:21 AM

    Hi Sameera,
    Performance management has developed from a very operational focus to a more strategically oriented concept, i.e. where it plays an integral role in the formulation and implementation of strategy (Scott-Lennon, 1995). Performance management is posited as a strategic management technique that supports the overall business goals of the firm through linking each individual’s work goals to the overall mission of the firm (Costello, 1994; Sparrow and Hiltrop, 1994).

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    Replies
    1. sameera wassMay 30, 2022 at 9:01 AM

      Hi Thanuja , thank you for your comment. Organizational performance has always exerted considerable influence on the actions of companies. Consequently, the ways and means of accurately measuring this performance is perceived as being an increasingly important field of research for both organizations and academics alike (Folan, Browne 2004)

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  2. Samantha SamarasingheMay 19, 2022 at 7:19 PM

    Hi Sameera, If I may add further, performance management is one of the most critical and important elements in an organization. Since it is primary objective is to create a culture or framework that motivates, supports and encourages to the establishment of a performance-based culture (Ochurub, Bussin & Goosen, 2012).

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