Performance Management HRM

                                            

                                          Figure 1: Diversity of Performance Management

“Performance Management Strategy is key to the health of your organization”

The evolution of human life, the Industrial Revolution, technological advancement, changes in thinking, etc. are based on various factors, and nowadays work has become an extremely fast-paced and complex subject.

This scope is so broad that even if one takes to analyze one job out of an impossible number, there may be several other specialties in that job analysis.

Performance management is an extremely important factor that the organization is responsible for reducing its production costs by properly deploying relevant human resources in a number of different jobs and making an organization rooted in the employee as well as in the society.

                                                                 Figure 2: Importance of Performance Management

“Traditionally, performance management has been a forward-looking solution based entirely on hindsight. But organizational culture is evolving to one of continuous feedback powered by technology, where managers can foresee problems based on current employee performance and initiate any form of course correction to bring the employee back on track.”

 “Good performance management contributes not only to individual success, but overall business performance and success. It ensures that each employee knows what is expected of them. It enables ongoing learning and development and, when done well, can also support employee engagement and motivation. Effective performance management will also align employees with the business strategy, vision, and mission of the organization as a whole.”

 “However, getting performance management right can be a challenge. It can be an uncomfortable process for both the manager and the employee – not everyone enjoys giving and receiving feedback. Sometimes, performance management is process and form-driven, and its value is not truly understood.” (Ivan Andreev, Performance Management Cycle)

Theory involved with Performance Management

 

a)      Prosperity and survival (Crawshaw, Van Dick, & Brodbeck, 2012)

 

b)      Way to develop employees (Aguinis, 2013; Cascio, 2014)

 

c)      “Identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization” (Aguinis, 2013, pp. 2-3)

 

d)      “Improving individual or group effectiveness and performance”; “improving organizational effectiveness and performance”; “developing knowledge, skills and competencies”; and “enhancing human potential and personal growth.” (p. 211)

Figure 3: Strategies of Performance Management

Strategic Performance Management Cycle

 

1.      Planning

This stage entails setting employees’ goals and communicating these goals with them.

 

2.      Monitoring

In this phase, managers are required to monitor the employee's performance on the goal.

 

3.      Developing

This phase includes using the data obtained during the monitoring phase to improve the performance of employees.

 

4.      Rating

Each employee's performance must be rated periodically and then at the time of the performance appraisal.

 

5.      Rewarding

Recognizing and rewarding good performance is essential to the performance management process, as well as an important part of employee engagement. (Trevor C, Paula O’Kane, Martin McCracken, Performance Management: A  Scoping Review of the Literature and an Agenda for Future Research)

Improve the Performance Management Process

 

1.      Work Force Require Performance management?

 

A performance management program can either help or hinder the workforce. But before make any practical changes to the current processes and tools, it requires to understand what isn’t working and why. The company also needs to take the time to evaluate what the employees want out of a performance management program.

 

2.      Deliver continuous performance management.

 

Employers want their employees to be happy. But happiness is not necessarily what people want from their employers. Instead, employees want to feel motivated and understand that their work matters and why. A performance management experience that delivers value to employees should focus on increasing motivation.

 

To drive motivation, a performance management process must include frequent, ongoing conversations between employees and managers so that goals, progress, and personal achievement remain relevant and top-of-mind

 

3.      Do managers have the tools to manage the performance management process?

 

Managers are critical to the success of your organization’s performance management program. They play an outsized role in motivating, engaging, and developing staff. This makes it essential to ensure managers are trained to give and receive useful feedback and are coached in the elements of a continuous process.

(Indeed Editorial Team. What are the theories of performance management?)

               Video Source: Www. Youtube.com - Improving Performance Management

Figure 4: Conclusion of Performance Management

            Conclusion

 

Maintaining accurate records of performance management activities and monitoring that your chosen process is actually happening is crucial. Objectives and feedback should be not only communicated but documented. Centralized storage of these documents makes them easy to access for everyone, so they can be quickly and simply updated.

 

If underperformance becomes a problem, they also provide an important history that may be required in formal proceedings. Clearly written performance records help to ensure that everyone knows just what is expected of them.

            Reference list

 

1.                          Taylor. (2023). The Case for More Frequent Performance Reviews [Online]

Available at: https://www.reviewsnap.com/blog/the-case-for-more-frequent-performance-reviews    [Accessed 20 October 2023]

 

2.                          Indeed Editorial Team. (22 March 2023). What are the theories of performance management?                 (With benefits) [Online]

Available at: https://uk.indeed.com/career-advice/career-development/theories-of-performance-management    [Accessed 21 October 2023]

 

3.                          Gemma Dale. (May 4, 2021). The Case for More Frequent Performance Reviews [Online]

Available at: https://www.myhrtoolkit.com/blog/develop-performance-management-plan-small-business    [Accessed 20 October 2023]

 

4.                          Travor C, Paula O’Kane, Martin McCracken (September 26, 2018). Performance Management:             A  Scoping Review of the Literature and an Agenda for Future Research. Available at:                           https://journals.sagepub.com/doi/10.1177/1534484318798533. [Accessed 20 October 2023]

            Trevor C, Paula O’Kane, Martin McCracken (September 26, 2018).

            Performance Management: A  Scoping Review of the Literature and an Agenda for Future              Research. 

            Available at:  https://journals.sagepub.com/doi/10.1177/1534484318798533.

            [Accessed 20 October 2023]