Performance Management : Employee Performance And Engagement Management

2068 Words9 Pages
Professional workers know all-too well the concept of performance management, or so one should hope. For the record, according to Herndon and Lussier (2016, p. 277), performance management is the process of identifying, measuring, managing, and developing of the human resources in an organization. From the very first day on the job to the very last day, from the entry level to the senior executive level, everyone should realize that the reason for being hired in the first place is to provide the best possible service or product to that particular company or organization for the growth and betterment of the economy. This boils down to the company and human resources providing the best practices to ensure that production is up and turnover – voluntary and involuntary – is way down. Performance management is the foundation for employee performance and engagement…it is larger than the annual performance review (“Guide to,” 2016). It is not merely a tool, but rather an act – an act of management (Ammons, 2015). One key best practice of performance management is having an effective appraisal cycle, as well as knowing how vital performance feedback is to the appraisal cycle and to the overall wellbeing of the human resources and to the company. Every organization has some sort of appraisal cycle already in place. The problem is the system is not often utilized to its fullest potential. In order for this to be successful, supervisors must communicate to their employees daily,
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