Performance Management : A High Priority Activity For Many Leading Organizations

The first port of call, or initial point of contact, for performance management is usually the

* Plan: need to clearly identify what performance is required and how it will be measured

Using the concepts of performance management and organizational goals, develop an argument regarding the relationship between the two (2) concepts. Be sure to include discussion regarding the impact of one to another and the challenges presented.

Performance Management encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contributions. This evaluation system is an invaluable tool for all business. An annual performance review places all employees on an equal field and allows the managers to see which employees are creating the most value for the organization. HR function plays an important role, by ensuring that the process is

Performance evaluations are a very important part of a business organization and places promotion and retain ability in the hands of the worker. According to Robbins and Judge,” Evaluations provide input into important decisions such as promotions, transfers, and terminations. Evaluations also identify training and development issues.”(pg.595 2009). There are several different theories and ways to conduct performance evaluations such as behaviorally anchored rating scales (BARS), critical incidents, graphic rating scales, Forced comparison, group order rankings and individual ranking. Each of these systems can be used on their own for ranking employee performance but some organizations use a combination of systems.

1. Two Purposes of Performance Management and its relationships to business objectives. Performance management is a repetitive process, established by organisations to help them in accomplishing their objectives (goals, as listed in the organisation’s vision) by maximizing the performance of an individual, team or whole organisation and ensure that the objectives are achieved. 1 The Performance Management Process is a key component of organisation’s overall approach to the management of its people. As part of the performance management system, Performance Management Process aims to achieve the following: To enable an individual

Help each individual to complete his task. Every team should follow the planned the assignment which set by the director of the organization because every team objective is linked to organizational objective. Team should inform the project manager of task status and any problem arisen. Every team should select right person having right skill and knowledge to compete the task.

Section 1: Introduction The theme of this paper is to formulate an effective performance management system, incorporate the HR concepts needed to manage that system, identify any strengths or weaknesses with the plan provide recommendations to implement the performance management plan. The references used will come from Chapter 8-10 of the textbook and several other web based sources.

was in its human element that was spurred by a major cultural shift (Palmer et

Performance management is a continuous process in which employees and managers work together to monitor, plan, and review their employees’ overall performance and their contribution to the organization. Additionally, globalization is bringing about an increase in competition in the workplace, therefore there is a need for an organization to regularly evaluate the performance of their employees to ensure that the organization has the proper skill sets in their employees in order to have a successful business (Bac, 2007). The objective of performance management is to improve and promote employee effectiveness. Furthermore, employee performance management involves various activities: planning to be done and setting expectations, monitoring performance continually, developing employees’ capacity to perform, rating performance periodically, and rewarding good performance (Leonard & Trusty, 2013). A supervisor, on the other hand, is a person charged with the responsibility of overseeing tasks at the workplace are ensure that objectives are carried out according to the instructions given. A supervisor has manager-like roles and is responsible for actions and productivity of a small group of employees. There are philosophers who refer to supervisors as workers, while other professionals refer to this position to be a manager. A

Successful implementation of a performance management system (PMS) relies heavily on effective communication. Organizations must design a comprehensive communication plan to ensure proper return on investment. Satisfied and engaged employees will understand the purpose of performance management and how it relates to strategy, the benefits to participation, how it works and their responsibilities, and how the PMS will integrate with other systems such as training, rewards, and career advancement. Accounting, Inc., included several of these important components in their PMS communication plan. Unfortunately, the plan left some unanswered questions, including the underlying reasons and support for a new PMS and how it will integrate with current systems, which could result in knowledge gaps that impact implementation. In addition, the mode of communication was questionable at times, exuding a “top down” feel with limited opportunity for two-way communication. Unless these issue are corrected, Accounting, Inc., may not realize the full potential of their PMS.

In some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees' job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals, which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes for the individual worker, for the worker's supervisor and for whole organization. (Cleveland, Murphy, and Williams, 1989).

P&G is a multinational Organization of consumer goods situated in United States. It sells products like personal care, cleaning agents, pet foods. The P&G Company is well known for its unique strategy which cares about the need of human. It not only makes its product available to its consumers but also tries to improve the life of its consumers. This strategy is more focus on its consumers wants and that is why it has an appeal to the heart of the consumer. The company has diversified its product line and also acquired other companies which have significantly contributed in the growth of their profitability.

The internet is one of the largest fastest methods of communication we use in this world. It 's used to connect people to anywhere, or anyone around the world. The internet also consist of a large number of search engine and one of the biggest search engines today is google. Google today is the leading company in the world today, with many products and services that provide internet engine research, software, advertising, and cloud computing. Being a leading company in the world, google employees are the ones the drive and create ideas to the company beneficially.

Performance management is an ongoing process of diagnose, calculating and improving the performance of persons and groups and arrange next to performance with the strategic goals of the firm. Compromise, calculating, response, positive support and dialogue are five elements of performance management. According to (al, 2009) firm’s performance surround the three specific of organizational performance no. 1 is financial performance.  No 2 is product market performance. No 3 is share holders return. According to (Aguinis, 2009.) Mostly performance management is treated as a component of performance valuation but it’s just a part of departed. When workers become unsuccessful to perform their duties the part of the