Performance Management

 

·      Performance Management

Performance Management

This is a strategic approach in a company to measure and to know weather its employees contribute to it’s goals in a effective and efficient manner. This process contains sharing clear expectations, evaluating the performance towards it sharing feedback regarding employees, rewards and constructive actions towards them also it’s benefits to both the parties organization and the employees. (Juneja, 2015-(Lockett (1992))

"In the hospitality industry where I work, performance management is a very constructive and development process for all employees, I can recall the moments when early stages of my career I was personally mentored, advised, communicated and coached regarding the expected change and aligning me with the organization's expectations." it really helped me as fresher to the industry and I am happy what I am today due to that guidance.....

In HRM - Goal setting theory of ( Latham and Loke 1979 ) defines and helps employees to understand priorities and skills they have to use to keep effective and to keep them motivated - Clarity, challenge, commitment and Feedback complexity are those factors.

Below are the main aspects of Performance Management:

·      Goal settings – setting clear achievable goals aligned with the company’s main objectives that would grant employees clear road map at their work providing them with guidance towards the success required from them.

·      Feedback and Coaching – regularly required in order to guide the employees and share, convince them regarding the required improvements to maximize their potentials. Leaders and mangers should do this critical role.

·      Performance Evaluation – is the process of evaluating employees’ of their work and performance towards the set goals. This would help them to realize their areas of strengths and required areas of improvement and development, this could be done periodically as per the requirement or schedules.

·      Recognition and rewards – this is one main aspect in performance management which identification and rewarding of the well performing employees happens, this aspect will motivate their mindset and keep the morale of the employees up due to formal informal praise, incentives or salary benefits they attain as a result.

·      Developments and Trainings – in order to enhance the knowledge, skills and capabilities of the recognized and high potential staff giving them the opportunities, trainings and diverse development methods is the process of trainings and development, by doing this they will be individually benefited also as a whole the organization also would be.

·      Performance improvement plans – At situations where employees do not meet the expected performance or results improvement plans would be implemented with set guidelines and time frames. With this mechanism less performing employees would develop their performance.   As per (Juneja, 2015) 

Benefits of the Performance Management:

Clearness and positioning - this process would give a clear understanding of the organization’s goals and expectations to its employees ensuring them that their individual progress would contribute to the overall success of the organization.

Improved communication – periodically feedback and guidance open up a communication among leaders and employees, facilitating dialogs and positive conversations would develop and strengthen relationships and build faith and transparency.

Improve inspiration & Engagement – recognizing, rewarding employee achievement performance and efforts would boost the morale of the employees and make them to perform better resulting a better productivity towards the organization.

Talent development and retention – by performance management employees would develop their selves with growth in their personality, career and professional life, with that employee will be more loyal towards the organization and that would reduce the retention.

Identifying high performers and areas for development: performance management would help to recognize the employees performing well. This would also help to identify the areas need improvement in order to enhance their interpersonal skills.

Legal compliance and risk management – Performance management takes the Esurance that the people are treated equally and fair manner at work environment. It will reduce the discrimination and unfair treating behavior. 

(Juneja, 2015)

Performance management is a strategic process that would align individual moral with organization’s goals, this process would develop communication promote employee engagement and development giving them continuous improvement until required and expected outcome is achieved. share your thoughts how performance management would benefit further.....

 

References:

Armstrong, M. and Taylor, S. (2017) Armstrong’s Handbook of Human Resource Management Practice I, Academia.edu. Available at: https://www.academia.edu/32280546/ARMSTRONGS_HANDBOOK_OF_HUMAN_RESOURCE_MANAGEMENT_PRACTICE_i (Accessed: 03 April 2024).

         Author links open overlay panelJamie A. Gruman a et al. (2010) Performance Management and employee engagement, Human Resource Management Review. Available at: https://www.sciencedirect.com/science/article/abs/pii/S1053482210000409 (Accessed: 03 April 2024).

         Abhinaya, T. sponenberg (2024) How to manage under performing employees and boost their efficiency: Top 7 strategies, employee-engagement/under-performing-employees. Available at: https://www.culturemonkey.io/employee-engagement/under-performing-employees/ (Accessed: 04 April 2024).

         I. Kessler, . Coyle-Shapiro (2017) Human Resource Management - , Academia.edu. Available at: https://www.academia.edu/31673302/Human_resource_management?uc-g-sw=32280546 (Accessed: 04 April 2024).

          Juneja, P. (2015) MSG Management  Study  Guide, Objectives of Performance Management. Available at: https://www.managementstudyguide.com/objectives-of-performance-management.htm (Accessed: 04 April 2024).