Performance Management

 

Even though traditional methods pay more attention to different aspects and methods to increase productivity and accomplish desired organizational objectives, the modern corporate world highly focuses on aligning performance of individuals and teams with organizational objectives. The performance management simply refers to identifying, measuring, and developing performance of both individuals and teams while aligning performance with organizational strategic goals and objectives (Brown, et al., 2018).

In order to meet the expected outcome from a specific job, performance standards need to be established at the beginning and that particular employee or employees need to be made aware of expected outcomes from them. Here in order to have a clear picture of whether the particular employee is on track or not, performance progress needs to be reviewed. For a further ensuring, performance needs to be evaluated against standards and conducting appraisal meeting is essential to guide employees and keep them on track.

However, ensuring proper and sound performance appraisal method is a gift for an organization since it provides many benefits for both employer and employee. For instance, employees get an opportunity to get feedback about their performance. This helps employees to ensure whether they on track or not. Instead of repeating the same mistakes, employees can correct them for achieving better performance. When employees are recognized as good performers and hard workers towards achieving goals, they become motivated to showcase their performance further and ultimately enhance performance and the company is able to gain extraordinary performance from its employees. In order to identify potential superlative performance, performance appraisal plays a big role. Thus the importance of receiving training and development opportunities can be easily convenient.   

But there can be seen major drawbacks in performance appraisals. Such as unclear performance standards drive to become frustrated on both job role and the organization. If employees feel that performance appraisals are being biased, they tend not to believe the processes and procedures and become demotivated. In some cases even if employees show off extraordinary performance, they may not be rewarded and been recognized as outstanding performers. As a result of that, they become demotivated and neglect to come up with extraordinary performance. Therefore every organization needs to be tactful enough to use performance management in a right and best way in order to get the expected harvest. 

 

References

Aguinis, H., Joo, H., Gottfredson, R. K. (2011). Why we hate performance management—And why we should love it. Business Horizons, 54, 503-507.

 

Biron, M., Farndale, E., Paauwe, J. (2011). Performance management effectiveness: Lessons from world-leading firms. The International Journal of Human Resource Management, 22, 1294-1311. 

 

Brown, T. C., Warren, A. M. (2011). Performance management in unionized settings. Human Resource Management Review, 21, 96-106.