Scribd
Upload
370 views

Performance Management

Performance management is a strategic approach used by organizations to improve employee and team performance by setting goals, providing feedback, and developing skills. It involves continuously clarifying expected performance levels, aligning individual objectives with strategic goals, and managing performance on an ongoing basis. Effective performance management requires paying attention to employee attitudes, job satisfaction, and commitment through supportive practices, policies, and feedback. The ultimate aim is to ensure managers and employees understand expectations and have the ability and support to meet goals in a way that contributes to organizational success.

Uploaded by

shweta.amit9393
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
370 views

Performance Management

Performance management is a strategic approach used by organizations to improve employee and team performance by setting goals, providing feedback, and developing skills. It involves continuously clarifying expected performance levels, aligning individual objectives with strategic goals, and managing performance on an ongoing basis. Effective performance management requires paying attention to employee attitudes, job satisfaction, and commitment through supportive practices, policies, and feedback. The ultimate aim is to ensure managers and employees understand expectations and have the ability and support to meet goals in a way that contributes to organizational success.

Uploaded by

shweta.amit9393
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
You are on page 1/ 16

What you cant Measure you cant .

21 April 2014

What you cant Measure you cant Manage

21 April 2014

Performance Management The term performance management gained its popularity in early 1980s. According to Armstrong and Baron (2003), Performance Management is both a strategic and an integrated approach to delivering successful results in organizations by improving the performance and developing the capabilities of teams and individuals.

21 April 2014

PERFORMANCE MANAGEMENT

According to Armstrong (2000), performance management is a means of getting better results from the whole organization or teams or individuals within it, by understanding and managing performance within an agreed framework of planned goals, standards and competence requirements.

21 April 2014

INDIVIDUAL PERFORMANCE A DEFINITION A continuous process in whichMANAGEMENT organisations clarify the level of performance required to meet their strategic objectives, convert them into a unit and individual objectives and manage them continually. (so) that they remain consistent with overall strategic objectives
Lockett, J. 1992 Effective Performance management

PERFORMANCE MANAGEMENT
According to Walters (1995), performance management is

about directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organization. This requires paying attention to employee attitudes that improve the relationship between the employers and employees. These include job satisfaction, commitment and perceived psychological contract and so on.

21 April 2014

The more the top management understands motivational

study satisfaction, the more incentives and what Research triggers employees effective management will be in positively influencing their performance and commitment to the company (Cullen, 2001, p. 99).

21 April 2014

Armstrong and Baron (2004) stress that, at its best, performance

PM Objectives management is a tool to ensure that managers manage effectively.

know and understand what is expected of them have the skills and ability to deliver on these expectations are supported by the organization to develop the capacity to meet

these expectations and are given feedback on their performance have the opportunity to discuss and contribute to individual and eam aims and objectives.

21 April 2014

THE LINK BETWEEN HRM FUNCTIONS AND BUSINESS PERFORMANCE Business Strategy HR Effectiveness Quality of goods and services
HR Outcomes

HR Practices/ policies

HRM Strategy
Guest, D. 1995

Employee Competence Commitment Flexibility

Financial Performance

Productivity

POOR PERFORMANCE
Knowledge 1. They dont knowknowledge/teach/train Ability 2. They cant do..train/evaluate/transfer? Interferences 3. They are not allowed to do. review team behaviour Attitude 4. They wont evaluate/support/train/discipline

11

WHY PERFORMANCE APPRAISALS MAY FAIL

12

Performance Management system A PMS can be defined as the set of metrics used to quantify both the efficiency and effectiveness of actions (Neely et al., 2005). It also can be viewed as a balanced, dynamic system which supports the decision-making process by monitoring, gathering, and analyzing performance-related information (Garengo and Bititci, 2007; Bititci et al., 2000).

21 April 2014

Appraisal and Performance Management

Performance appraisal should be for the two to

collaborate together to discuss job needs, expectations, accomplishments against measures and development issues to foster a win-win resolution (Covey, 1990 and 1991; Drucker, and; Tornow, London and CCL Associates, 1998).

21 April 2014

http://www.google.co.in/about/jobs/lifeatgoogle/benefit s/

21 April 2014

Appraisal is a process that provides an analysis of a persons overall capabilities and potential, allowing informed decisions to be made for particular purposes. An important part of the process is assessment, whereby data on an individuals past and current work behaviour and performance are collected and reviewed.

21 April 2014

You might also like

pFad - Phonifier reborn

Pfad - The Proxy pFad of © 2024 Garber Painting. All rights reserved.

Note: This service is not intended for secure transactions such as banking, social media, email, or purchasing. Use at your own risk. We assume no liability whatsoever for broken pages.


Alternative Proxies:

Alternative Proxy

pFad Proxy

pFad v3 Proxy

pFad v4 Proxy