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PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT Eiman Al Maazmi 201710003
Page 1 of 8
PERFORMANCE MANAGEMENT
Table of Contents Answer to Question 1 ................................................................................................................ 3 Answer to Question 2 ................................................................................................................ 4 Answer to Question 3 ................................................................................................................ 4 Answer to Question 4 ................................................................................................................ 5 Answer to Question 5 ................................................................................................................ 5 References .................................................................................................................................. 7
Page 2 of 8
PERFORMANCE MANAGEMENT
Answer to Question 1 In an organisation, it is very important to manage and plan the performances of the employees so that it can add up to the success of the organisation. An organisation runs by the good standard of the performance delivered by the employees. That is why it is very important to manage their performances and direct that in the right direction. Managing the performance is not an easy job to do within an organisation. In order to achieve success in this scenario, the organisation must possess a good performance management process (Noe, Hollenbeck, Gerhart & Wright, 2017). A good performance management process has some key elements which are very important to be there. At first, there should be a good planning and the expected performance has to be set by the management. Because of that, the employees will have a goal to achieve. After that, there should be a good monitoring present which will direct the employee's performances in the proper way. Another important element of performance management is development and improvement. If there is no development and improvement in the performances of the employees then it should be understood that performance management is not done very well. The periodic grating is another important element in this scenario of performance management. If the employees got rated based on their work they will understand the standard of their work and it will also motivate them to deliver a better performance. Lastly, another key element of performance management is to have a good reward and compensation strategy (Van Dooren, Bouckaert & Halligan, 2015). Because of that, the employees will acquire new zeal to work harder than before and it will enhance their performance as well. These are the main five key elements of the performance management process.
Page 3 of 8
PERFORMANCE MANAGEMENT
Answer to Question 2 Coaching and mentoring is a very important process that should be included in the performance management process. The employees who come to work in an organisation may lack some knowledge about the proper nature of the work. Every organisation has different features of their functions. Through the daily job, the employees tend to learn the right processes and features of the work. But in this process of learning the employees need a right and efficient guidance which will deliver them the right kind of knowledge about that organisation. In order to increase the standard of the work that the employees are delivering the employees need a good mentoring that will teach them the key elements of the job. Because of the mentoring, the employees can understand their mistakes and also have a better understanding of the job they have to deliver (Buckingham & Goodall, 2015). Because of having a better understanding the employees also tend to deliver a better performance. For enhancing the quality of the performance and managing the performances of the employees in the proper way the coaching and mentoring is very much needed within an organisation. Answer to Question 3 Performance management is a process through which the performances of an employee can be checked and can be enhanced by applying some right processes. Because of the enhanced performance, the organisation also rises in its standard. So the performance management in a way adds up to the success and reputation of an organisation. That is why performance management is a very important process within an organisation. As the performances are delivered by the employees they need to be taken care of. The employees should feel their importance in an organisation. If there is a lack of motivation and inspiration it will automatically harm the quality of the performance of the employees. In order to manage the performance delivered by the employees the employees need to be motivated. If
Page 4 of 8
PERFORMANCE MANAGEMENT
the employees are delivered the reward and compensation for their better performance then it will motivate them to deliver a far better performance than before. Besides that, it will also satisfy the employees (Kearney, 2018). All of this has the capability to enhance the performance of the employees. That is why the process of rewarding the employees has very great importance in the process of performance management. Answer to Question 4 There are some strategies that will motivate the employees to deliver better performance and it will add up to the success of the organisation eventually. At first, the expectation of the organisation has to be very clear to the employees (Mone & London, 2018). In this way, they will have a prominent goal which they have to achieve through their performance. The heads of the organisation or the leaders have to praise the employees or give them feedback. This will give them a better motivation for the work they are doing in the organisation. The motivated employees will deliver a better performance which is very much needed by the organisation. The management has to trust their employees and this will give them enough inspiration to deliver better performance altogether. The employees have to be corrected in the private. If they are criticised before everyone this will reduce the confidence in them and as a result, the performance will not be up to the mark (DeNisi & Murphy, 2017). If these strategies are followed then the performance management process will become much easier than before. Answer to Question 5 Through performance management, performance improvement can be achieved. Through the process of performance management, the employees are motivated and inspired by the management of an organisation. Besides that, in this process, the employees get proper guidance to deliver the proper work. The employees are given the reward and feedback for Page 5 of 8
PERFORMANCE MANAGEMENT
their better performance which works as the confidence boost for them. Besides that they are not criticised in front of the whole group of employees and any faults are corrected with patience that teaches them a lot about the nature of the work and the organisation as well. All these features are part of performance management (Shields et al. 2015). Because of all this, the employees are compelled to deliver better performance and the motivation eventually enhances the standard of the performance of the employees. Thus the performance management leads to performance improvement with time.
Page 6 of 8
PERFORMANCE MANAGEMENT
References Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business
Review,
93(4),
40-50.
Retrieved
from:
http://web.vdw.co.za/sara/file%20storage/Documents/2015/Reinventing%20Performa nce%20Management%20-%20HBR%20APR%2015.pdf DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421. Retrieved from: https://psycnet.apa.org/record/2017-03603-001 Kearney, R. (2018). Public sector performance: management, motivation, and measurement. Routledge. Retrieved from: https://www.taylorfrancis.com/books/9780429966514 Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge. Retrieved from: https://www.taylorfrancis.com/books/9781317235293 Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Retrieved
from:
https://www.researchgate.net/profile/Ariadne_Tsambani/post/What_would_be_the_be st_approach_to_support_leaders_in_processes_of_change_and_organizational_develo pment_through_eLearning/attachment/59d6341579197b8077991c40/AS%3A377864 680689667%401467101368871/download/51.pdf Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices,
strategies.
Cambridge
University
Press.
Retrieved
from:
Page 7 of 8
PERFORMANCE MANAGEMENT
https://books.google.co.in/books?hl=en&lr=&id=mqKNCgAAQBAJ&oi=fnd&pg=P R8&dq=performance+management&ots=P5_js8Oczp&sig=gAbub6dbzXIbwLdNlVC K4ifW4M8 Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public
sector.
Routledge.
Retrieved
from:
https://content.taylorfrancis.com/books/download?dac=C2013-0-198990&isbn=9781317814160&format=googlePreviewPdf
Page 8 of 8
PERFORMANCE MANAGEMENT Eiman Al Maazmi 201710003
Page 1 of 8
PERFORMANCE MANAGEMENT
Table of Contents Answer to Question 1 ................................................................................................................ 3 Answer to Question 2 ................................................................................................................ 4 Answer to Question 3 ................................................................................................................ 4 Answer to Question 4 ................................................................................................................ 5 Answer to Question 5 ................................................................................................................ 5 References .................................................................................................................................. 7
Page 2 of 8
PERFORMANCE MANAGEMENT
Answer to Question 1 In an organisation, it is very important to manage and plan the performances of the employees so that it can add up to the success of the organisation. An organisation runs by the good standard of the performance delivered by the employees. That is why it is very important to manage their performances and direct that in the right direction. Managing the performance is not an easy job to do within an organisation. In order to achieve success in this scenario, the organisation must possess a good performance management process (Noe, Hollenbeck, Gerhart & Wright, 2017). A good performance management process has some key elements which are very important to be there. At first, there should be a good planning and the expected performance has to be set by the management. Because of that, the employees will have a goal to achieve. After that, there should be a good monitoring present which will direct the employee's performances in the proper way. Another important element of performance management is development and improvement. If there is no development and improvement in the performances of the employees then it should be understood that performance management is not done very well. The periodic grating is another important element in this scenario of performance management. If the employees got rated based on their work they will understand the standard of their work and it will also motivate them to deliver a better performance. Lastly, another key element of performance management is to have a good reward and compensation strategy (Van Dooren, Bouckaert & Halligan, 2015). Because of that, the employees will acquire new zeal to work harder than before and it will enhance their performance as well. These are the main five key elements of the performance management process.
Page 3 of 8
PERFORMANCE MANAGEMENT
Answer to Question 2 Coaching and mentoring is a very important process that should be included in the performance management process. The employees who come to work in an organisation may lack some knowledge about the proper nature of the work. Every organisation has different features of their functions. Through the daily job, the employees tend to learn the right processes and features of the work. But in this process of learning the employees need a right and efficient guidance which will deliver them the right kind of knowledge about that organisation. In order to increase the standard of the work that the employees are delivering the employees need a good mentoring that will teach them the key elements of the job. Because of the mentoring, the employees can understand their mistakes and also have a better understanding of the job they have to deliver (Buckingham & Goodall, 2015). Because of having a better understanding the employees also tend to deliver a better performance. For enhancing the quality of the performance and managing the performances of the employees in the proper way the coaching and mentoring is very much needed within an organisation. Answer to Question 3 Performance management is a process through which the performances of an employee can be checked and can be enhanced by applying some right processes. Because of the enhanced performance, the organisation also rises in its standard. So the performance management in a way adds up to the success and reputation of an organisation. That is why performance management is a very important process within an organisation. As the performances are delivered by the employees they need to be taken care of. The employees should feel their importance in an organisation. If there is a lack of motivation and inspiration it will automatically harm the quality of the performance of the employees. In order to manage the performance delivered by the employees the employees need to be motivated. If
Page 4 of 8
PERFORMANCE MANAGEMENT
the employees are delivered the reward and compensation for their better performance then it will motivate them to deliver a far better performance than before. Besides that, it will also satisfy the employees (Kearney, 2018). All of this has the capability to enhance the performance of the employees. That is why the process of rewarding the employees has very great importance in the process of performance management. Answer to Question 4 There are some strategies that will motivate the employees to deliver better performance and it will add up to the success of the organisation eventually. At first, the expectation of the organisation has to be very clear to the employees (Mone & London, 2018). In this way, they will have a prominent goal which they have to achieve through their performance. The heads of the organisation or the leaders have to praise the employees or give them feedback. This will give them a better motivation for the work they are doing in the organisation. The motivated employees will deliver a better performance which is very much needed by the organisation. The management has to trust their employees and this will give them enough inspiration to deliver better performance altogether. The employees have to be corrected in the private. If they are criticised before everyone this will reduce the confidence in them and as a result, the performance will not be up to the mark (DeNisi & Murphy, 2017). If these strategies are followed then the performance management process will become much easier than before. Answer to Question 5 Through performance management, performance improvement can be achieved. Through the process of performance management, the employees are motivated and inspired by the management of an organisation. Besides that, in this process, the employees get proper guidance to deliver the proper work. The employees are given the reward and feedback for Page 5 of 8
PERFORMANCE MANAGEMENT
their better performance which works as the confidence boost for them. Besides that they are not criticised in front of the whole group of employees and any faults are corrected with patience that teaches them a lot about the nature of the work and the organisation as well. All these features are part of performance management (Shields et al. 2015). Because of all this, the employees are compelled to deliver better performance and the motivation eventually enhances the standard of the performance of the employees. Thus the performance management leads to performance improvement with time.
Page 6 of 8
PERFORMANCE MANAGEMENT
References Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard Business
Review,
93(4),
40-50.
Retrieved
from:
http://web.vdw.co.za/sara/file%20storage/Documents/2015/Reinventing%20Performa nce%20Management%20-%20HBR%20APR%2015.pdf DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 years of progress?. Journal of Applied Psychology, 102(3), 421. Retrieved from: https://psycnet.apa.org/record/2017-03603-001 Kearney, R. (2018). Public sector performance: management, motivation, and measurement. Routledge. Retrieved from: https://www.taylorfrancis.com/books/9780429966514 Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge. Retrieved from: https://www.taylorfrancis.com/books/9781317235293 Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Retrieved
from:
https://www.researchgate.net/profile/Ariadne_Tsambani/post/What_would_be_the_be st_approach_to_support_leaders_in_processes_of_change_and_organizational_develo pment_through_eLearning/attachment/59d6341579197b8077991c40/AS%3A377864 680689667%401467101368871/download/51.pdf Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015). Managing employee performance & reward: Concepts, practices,
strategies.
Cambridge
University
Press.
Retrieved
from:
Page 7 of 8
PERFORMANCE MANAGEMENT
https://books.google.co.in/books?hl=en&lr=&id=mqKNCgAAQBAJ&oi=fnd&pg=P R8&dq=performance+management&ots=P5_js8Oczp&sig=gAbub6dbzXIbwLdNlVC K4ifW4M8 Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public
sector.
Routledge.
Retrieved
from:
https://content.taylorfrancis.com/books/download?dac=C2013-0-198990&isbn=9781317814160&format=googlePreviewPdf
Page 8 of 8
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