Perfromance Management 1.docx

(Q1) 1.

Overview

Performance management is the process where every employee can work according to their ability by knowing them. Moreover, for the organization, they would be known about their employee strength and weaknesses. It is a main objective where an employee can set their goals and can work on it to achieve success. It is the vehicle for the managers to communicate with his/her employee and can give the feedback as well as what is more required to achieve their desired goals. 2.

Performance Management:

Performance management is the part of a Human resource where the evaluation of the employees has been taken place. According to the Manchester Metropolitan University, performance management established the understanding between what is to be achieved and how well it can be achieved. Making the performance management effective organization focuses on the competencies of the manager. Moreover, they also work on the productivity of their employees as from which factors they are improving. Every organization has only one goal in mind to achieve their goal and take the company towards their mission and vision statements. There are several components of Performance management which make this effective are as follows; •

Performance Goal Setting.

•

Regular Feedback

•

Evaluation of the work being done

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Competency evaluation and development

•

Career Planning

•

Outcomes Management

•

The culture of the organization.

The key conviction of having the solid performance management is workers to perform and create. It likewise makes a sensible organization and makes a solid supervisor stamp. (K. Krishnan, 2013) 3.

Importance of Performance Management to Employees:

Performance management plays a vital role in the development of the employee of the company. They get away as from where they had come, where they’re going now and what is their future in the particular organization. Some benefits or importance are as follows; •

Achieving Goal.

•

Understanding towards Job Satisfaction

•

Career Development

•

Positive working Environment 3.1 Achieving Goal:

A standout among the most basic factors in employee performance is to achieve goals (Leonard, 2018) Compelling workers meet due dates, make arrangements and produce the brand by methods for positive customer associations. Exactly when workers don't perform adequately, customers feel that the association is inaccessible to their necessities, and will scan for help somewhere else. For instance, imagine if the person who made customer reports was for each situation late in completing them. The client would reliably be stopping, looking awkward, and perhaps cumbersome.

3.2 Career Development: The second most important factor is Career Development. Every employee comes with dreams and to move forward in his/her company. Here performance management plays a vital role in giving opportunities to an employee to moving forward via performance appraisal. 3.3 Understanding towards Job Satisfaction: The point when an employee is fully aware of his/her job requirement. In-short developing a great understanding of the job, any ambiguities in the workplace have vanished. Performance management is the way that gives you clarity and authentication of your self-performance. So that an employee can understand as for how much more space is to be added to get success. 3.4 Positive working Environment: When an employee works effectively the whole atmosphere of an office change and a morale of other employees also get boosted (Leonard, 2018) it is important for an employee to work in a healthy environment as well as where there his/her abilities and compatibility matches this helps by performance management, which helps the company to put the right person at a right position or in the environment. 4.

Importance of performance management to Organization:

As performance management plays an important role in the development of employees similarly it does the same for the organization. A wise man said that if your employees are happy they will make happy your customer and in the end organization will be happy. Performance Management, ease up the way for the company to make good decisions and making right choices for the betterment for an organization and for the people as well.

There are some benefits and the importance of performance management are as follows; •

Higher Productivity

•

Employee Advancement

•

Higher-Quality Products & Services

•

Increased focus on driving business results. 4.1 Higher Productivity:

Performance management is designed to keep the employees and organization at their top level. Higher the productivity (DE Benedetti, 2017) higher the profit for the organization. The more financial gain company gets, its reputation and goodwill will automatically increase and its employee turnover will fall down. In addition, employees who have high aims the extent that their career is a concern, which is a part of performance management, have an individual stake in watching their colleagues and division succeed. Along these lines, the benefit is extended. 4.2 Employee Advancement: The Top performer inside an organization has the privilege to impel when the open door thumps the entryway. Performance management enables HR to staff and division heads recognize topnotch specialists and make them for the accompanying stage in their career. 4.3 Higher-Quality Products & Services: Employees who are properly screened, arranged and prepared have an affinity to make higherquality things and administrations (DE Benedetti, 2017) This is in light of the fact that they have

the most ideal abilities and care about their job enough to perform them suitably, while meanwhile hunting down new and creative ways to deal with oust misuse from their systems and structures. 4.4 Increased focus on driving business results: Since all the work is being balanced. Moreover, every employee is feeling the motivation. Now is time to drive the results in favor of the company which are beneficial for both the organization as well as their employees too.

(Q2) Effective Performance Management leads the Organization towards Success: Performance management is the part of a Human resource where the evaluation of the employees has been taken place. According to the Manchester Metropolitan University, performance management established the understanding between what is to be achieved and how well it can be achieved. Making the performance management effective organization focuses on the competencies of the manager. Moreover, they also work on the productivity of their employees as from which factors they are improving. Every organization has only one goal in mind to achieve their goal and take the company towards their mission and vision statements. Performance management is the best strategy to make the organization a balanced workforce. It is the base or a first step in making any business stronger. Without one, the organization will just only waste their quality and productive time. Moreover, they’ll lose knowledge, suffer from high labor turnover and in the end the competitive advantage from the market. Performance Management began around 60 years earlier as a wellspring of salary, support and was used to choose an employee's wage subject to Performance. Organizations used this new methodology to drive rehearses from the employees to get express outcomes. Eventually this worked honorably for explicit employees who were only dictated by money related prizes.in any case, where employees are motivated towards learning and enhancement of their experience, this failed miserably. In recent times, the concept of performance management has changed dramatically. Old performance appraisal concepts being absorbed and the new concept of management consist of new techniques and it also become more comprehensive and competent. In-short managing people have become more formalized and specialized.

Its advancement was quickened by the accompanying elements 

The introduction of human resource management as a crucial driver and composed approach to manage the organization and enhancement of employees; and



The understanding that the technique of Performance Management is something that is done by the line manager reliably - it's definitely not a once off yearly event encouraged by the work drive office. 2. Importance of performance management to Organization:

As performance management plays an important role in the development of employees similarly it does the same for the organization. A wise man said that if your employees are happy they will make happy your customer and in the end organization will be happy. Performance Management eases up the way for the company to make good decisions and making right choices for the betterment for an organization and for the people as well. There are some benefits and the importance of performance management are as follows; •

Higher Productivity

•

Employee Advancement

•

Higher-Quality Products & Services

•

Increased focus on driving business results. 2.1 Higher Productivity:

Performance management is designed to keep the employees and organization at their top level. Higher the productivity (DE Benedetti, 2017) higher the profit for the organization. The more

financial gain company gets, its reputation and goodwill will automatically increase and its employee turnover will fall down. In addition, employees who have high aims the extent that their career is a concern, which is a part of performance management, have an individual stake in watching their colleagues and division succeed. Along these lines, the benefit is extended. 2.2 Employee Advancement: The Top performer inside an organization has the privilege to impel when the open door thumps the entryway. Performance management enables HR to staff and division heads recognize topnotch specialists and make them for the accompanying stage in their career. 2.3 Higher-Quality Products & Services: Employees who are properly screened, arranged and prepared have an affinity to make higherquality things and administrations (DE Benedetti, 2017) This is in light of the fact that they have the most ideal abilities and care about their job enough to perform them suitably, while meanwhile hunting down new and creative ways to deal with oust misuse from their systems and structures. 2.4 Increased focus on driving business results: Since all the work is being balanced. Moreover, every employee is feeling the motivation. Now is time to drive the results in favor of the company which are beneficial for both the organization as well as their employees too. 3. Do a performance management is the employee form of control rather than focusing on improvement or development:

According to my opinion performance management is beneficial equally for both of them organization as well as an employee too as I mentioned above. Is because if a employee works hard, it’s indirectly giving profit to the organization and in the end, both the parties will fall sleep of happiness. However, there are some issues when it comes to appraise the employee, here some organization make mistakes and suffer. Those mistakes are as follows; 

Misdirected Employee Bonuses.



Poor Understanding between employee and organization

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Employee Performance Not Aligned to Promotions.

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No Consequence for Non-Participation.

These are the mainly issues which organization faces if they don’t undertake performance management seriously. Performance management can lead the organization towards success and vice versa. There is a thin line where both the parties’ employees as well as the organization can meet together with a mutual understanding. At this point performance management can be effective and plays a vital role to gel the employees to work with the same motive with organization. There are some points which can stable the performance management system, a beneficial for both the parties; 

Communication Improves



Better Recording Opens Up Communication



Appraisals Become Relevant for Everyone



Frequent Communication Reduces Stress

These are points which can create a better environment in the organization and can create win-win situation for both employees as well as a organization.

4. Conclusion: Performance management is a base of any organizations, human resource management is because this tells as which employee sets in which department. If every organizations follow the rules of this management and make this task as the first priority, then thing starts to change and can benefit all. A wise man said that Excess of anything can trouble the people, if we take anything with a manner or ease---- unthinkable can be achieved. Performance management is the best strategy to make the organization a balanced workforce. It is the base or a first step in making any business stronger. Without one, the organization will just only waste their quality and productive time. Moreover, they’ll lose knowledge, suffer from high labor turnover and in the end the competitive advantage from the market. So today’s organizations need to intent to their work. Moreover, they need to understand the requirement of today’s business world. If they don’t follow what their competitor is following sooner or later they will lose the battle and would kicked out of the market. Wise Man Said; “Stay Low, Go fast, Kill First, Die Last, One Shot One Kill, No Luck, and All Skill”

5. References: Leonard, K. (2018). Importance of Employee Performance in Business Organizations, retrieved December 12, 2018, from https://smallbusiness.chron.com/importance-employeeperformance-business-organizations-1967.html DeBenedetti, J. (2017). Why a Performance Management System is important, retrieved December 12, 2018, from https://bizfluent.com/facts-5876426-performance-managementsystem-important.html Krishnan, K. (2013). 7 elements of effective performance management, retrieved December 12, 2018, from https://www.researchgate.net/publication/237778624_7_elements_of_effective_performance _management What is employee Performance Management and what are the benefits? (Peoplestreame Human Management Capital Company) retrieved December 12, 2018, from https://www.peoplestreme.com/what-is-performance-management