Managing Performance


Performance could be identified as the level of accomplishment of a given task, against the forecasted standards of accuracy, completeness, cost and speed. Accordingly, when it comes to performance in human resource management it could be identified as employee performance and organisational performance. To ensure higher organisational performance, the employee performance should be at the exceptional levels. Consequently, the employee performance should be managed accordingly as it could create an impact on the organisational performance. If the management of the organisation, developed strategies to manage the performance and take correction actions where ever needed, the organisation could attain its competitive advantage (Armstrong, 2009).

It is understood that, the organisation should comprise of the right people, in the right place at the right time. Thereby, the performance could be at the exceptional levels. According to Daft (2012), there are several performance management systems such as 360o Feedback to evaluate the performance of the employee.


Similarly, the organisations might consists of different levels of performance. At some given point, any individual may weak on their performance. Similarly, not only the organisation should keep a clear track on the employee thus the individual employee is also responsible in enhance their knowledge, skills and attitudes in order to perform well.  The employee performance could be enhanced using ways to train and develop the employees, provide them with opportunities for career progression and educational programs (Gunnigle and McDonnell, 2008).

As discussed by Armstrong (2009), there are four main principles in relation to performance management which includes;

·        aims to improve performance
·        provides opportunities to develop employees
·        seeks to satisfy the expectations of the various stakeholders
·        communication and involvement is imperative due to ideology of arriving at jointly agreed goals and objectives

Conclusion

The organisation should comprise of the right people, in the right place at the right time.   Accordingly, any individual may weak on their performance, the organisation need to train and develop the employees, provide them with opportunities for career progression and educational programs. On the other hand, the organisation should developed strategies to manage the performance and take correction actions where ever needed, the organisation could attain its highest success.
  
Videos:

Why is Performance Management so important?




Links:

The Importance of Performance Management
https://technologyadvice.com/blog/human-resources/importance-of-performance-management/


Reference

Armstrong M (2009), ‘Armstrong’s Handbook of Human Resource Practice’ 11th edn., India
Daft R. L. (2012), The New Era of Management, 10th edn, Pearson, New Delhi.

Gunnigle, P and McDonnell, A (2008), Performance Management, Research Gate, available at https://www.researchgate.net/publication/31591116_Performance_management viewed on 23rd September 2019.





Comments

  1. Jinendran28 September 2019 at 09:39

    Good brief on performance management and it’s important, not only the organization, the employee also responsible to enhance their level of performance and knowledge. Thanks for sharing.

    ReplyDelete
  2. Venura12 October 2019 at 11:32

    Managing performance of an organization is a vital task to it's success.A proper systematic approach should be in place to identify,manage and reward the performance.

    ReplyDelete
  3. Milhan - MBA Blog12 October 2019 at 12:51

    Management of performance well explained in the blog. Communication process must be effective to manage performance in a expected level because it will enable to understand expectations, objectives, goals and providing feed back.
    Thanks for sharing!

    ReplyDelete

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