Performance Management

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

It is therefore critical to businesses that they recognise and fulfill the purpose of an effective performance management system as this is central to gaining a competitive advantage through the management of human resources. They also need to develop the measures by which performance can be evaluated.

Performance management is a process by which organisations align their resources, systems and employees to strategic objectives and priorities.

This paper is a discussion of the implementation of a performance management system in an information technology service desk organization. The paper starts with an introduction of the organization and the nature of the problem being addressed with a performance management solution. It continues with an analysis of three separate performance management approaches, and a recommendation of the best approach for addressing the problem outlined. Next, a discussion of the performance management goals and objectives occurs. The project implementation process including defining the project structure, executing a communication plan, and identifying and mitigating potential risks and issues is then covered. Finally, the paper concludes with the discussion of an evaluation and reporting program implemented to monitor the performance management program.

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

Performance Management is a process aimed at improving performance in an effective and efficient manner. It involves following principles that ensure individuals or teams they manage:

The Maslow’s hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. It is founded in the premise that goals or needs underpin by being the fundamental source of all desires.

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.

3. Show your scores on each skill, before, after, and the difference, if any, in a fully labeled table.

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 Content theories demonstrate why individuals have different needs in different point in time and it explains the factors that motivate the individuals. A Maslow, an American psychologist has developed the “Hierarchy of Needs” theory to explain why individuals’ needs are changing. The “Hierarchy of Needs” is represented as a pyramid identifying 5 levels of the humans’ needs from the physiological needs at the bottom (hunger, thirst…) to the self actualization (morality, creativity, self development…). This theory suggests that once individuals have fulfilled the needs at the bottom, they become motivated to fulfill higher level needs.

Today, performance appraisal is used for developmental and motivational purposes in the organization. It is not a stand still evaluation activity, but a dynamic process which should be viewed as follows- planning the employee’s performance and evaluation, and improving the performance of employees. The process brings the new concept Performance Management. Performance Management is essential for today’s organization to integrate the management goals and employees performance. It is a system for integrating the management of organization and employee performance in order to support and improve organization’s overall business goals.

I use the following components of the performance management system to provide the framework within which managers and employees operate. A successful performance management system should:

This paper will discuss the hierarchy of needs theory or Maslow’s needs theory based on several articles. First, it will show a brief introduction of the person who first thought of this theory and an explanation of this theory. After that, there will be the relevance and practical application of this concept. Lastly, this paper will discuss the implication of the theory, and will show how this theory will effect on the organization behavior to be more effective.

Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore