Effective Performance Management Essay

2181 Words 9 Pages
Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align …show more content…
The article shows that management innovation involves initiation, adoption, and implementation. In this article written by Walker, Damanpour, & Devece (2011), effective management innovation occurs when stakeholders (employees, clients, or customers) actually accept and use the innovation routinely (p. 369). As a result, some organizations do not experience innovation regarding performance management because the strategic objectives are not successful implemented by management.
Therefore, organizations that develop successful performance management systems must evaluate the current level of performance, and then use management innovation to establish new performance goals for the future (Walker, Damanpour, & Devece, 2011, p. 372).

One of the challenges of performance management involves the use of performance data. The federal government evaluated how to create a performance management system that safeguarded information while developing research. Recently, the subject of performance information occurred within the Obama administration when the Chief Performance Officer remarked that performance management is not effective until you know how the information is used (Moynihan & Pandey, 2010, p. 850). The challenge is that most organizations do not reward the use of performance information only employee performance. However, if employees know that the organization values the use of performance information, then employees have an incentive to