Performance Management Essay

The Performance Measurement is a way to either measure or give a understandable value to what has been done compared to what was supposed to be done. It applies to all aspects in the working environment, such as procedures, critical activities and processes. In other words, first you set pre-defined goals and give away tasks and responsibilities to other workers, then at the deadline you can compare the achieved results to what the original goal was at the beginning. It is also useful to evaluate not only the final result, but even all the actions taken to get that particular results and the way the actions have been taken as well.

Measuring performance means when a business will measure the quality of the activities that are passing and the quality of the services provided to the customers by employees. It involves creating a simple, but effective, system for determining whether organizations meet objectives. It’s also a process of collecting and reporting information regarding the performance of an individual, group or organizations. It can

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

Performance management is a continuous system which enables line managers to assess their employees’ performance. Performance Management is directly looking at how people work, how they are managed and developed and ultimately to maximise their contribution to the organisation. As (M Martin et al, 2010, pg 157) stated;

Step IV: Assignment of the scale values to the incidents: At this stage, we were able to rate each incident on a one-to-three scale on how well it represented the performance on each dimension. Rating one described weak performance while rating all the three others represented a very efficient

The reasons provided for failure in performance management versus performance appraisal discipline gap, accountability, measurement scarcity or overload, lack of balance and failure to assess impact. “There are two primary purposes of performance appraisal: evaluative and developmental. The evaluative purpose is intended to inform people of their performance standing. The collected performance data are frequently used to reward high performance and to punish poor performance.” (Smither, 2009) The developmental purpose is intended to identify problems in employees performing the assigned task. The collected performance data are used to provide necessary skill training or professional development. “The purpose of performance appraisal must be clearly communicated both to raters and rates, because their reactions to the appraisal process are significantly different depending on the intended purpose. Failure to inform about the purpose or misleading information about the purpose may result in inaccurate and biased appraisal reports.” (Cascio, 1998)

Creating a performance management plan for Landslide Limousine Service is something Atwood and Allen Consulting will develop to assist LLS in this course of action for how to manage employees. Most small business owners are almost clueless when it comes to hiring and managing employees and this is where most of the issues may arise. This is where Atwood and Allen Consulting can guide and direct Mr. Stonefield in the right way to look at his business as a whole and how the right or wrong employees can impact the success of the business.

An employee’s skills start prior to ever being employed, therefore Landslide Limousines will have all applicants submit skills testing. This testing will measure their ability to problem solve, their customer service orientation, and what their personal goal are during their time of employment. Once an applicant is hired they will complete orientation training which will give them the tools to be successful. After training employees will be monitored on a regular basis. Every customer will be asked to fill out a customer service survey with open-ended

The team is currently meeting or exceeding all of its performance goals. However, there are many areas of growth that can be identified and targeted for increase efficiency and maximize impact. Areas of growth can be identified using various method and tools. A performance management system would allow the team to have data and evidence necessary to optimally identify areas of growth, strategize, and measure growth. Through the development of the program, the team will be able to identify various metrics as indicators to measure their impact, and in the long run, their growth. It will

Rughani (2001) describes a range of techniques both subjective (e.g. reflective and self-evaluation) and objective (e.g. analysis of PACT). These can give different perspective on performance and can help at broaden the range of methods we employ.

In the future it could be recommended that the committees should define specific rating parameters for evaluating the performance of individuals. The selected evaluation criteria must not be dominated by other organization members because it creates injustice to the deserving candidates. There should be a separate performance system for different groups of employees in the organization on the basis of seniority and experience 9advanced). The decisions made by committee must not be influenced by others if it not based solely on the parameters in which the nominees will be scored against each other. This will help in building trust and motivation among employees on the committee and will increase dedication to the organization. The advanced performance

Murphy(1989) cited in Boon,Fern,Sze and Yean (2012:663) define job performance as "the set of behaviours that are relevant to the goals of the organisation in which a person works.” Armstrong (2010:248) defines performance as the behaviour in which organisations, teams and individuals get work done.’’Brumbach (1988) (cited in Armstrong, (2010:248) states that performance means both behaviour and results .Behaviours emanate from the performer and is an instrument of results .Campbell(1990) (cited in Armstrong, (2010:248) argues that “ performance is behaviour and should be distinguished from the outcomes because they can be contaminated by system factors”.

Opportunities: Likely to have positive effect on external factors on achieving or exceeding the clinic objectives or goals not previously considered.

The execution performance management requires the participation of numerous players (Managers, supervisors, and subordinates). For the system to succeed and accepted, clear understanding about the system is needed for effective implementation. Supervision and explanation of performance appraisal system is very crucial element for performance. ‘‘Merely developing a model of the strategy does not ensure the strategy will be successful.’’ Othman (2008, p. 261). Clarifying goals and supervising regularly help to develop people, improve performance, and satisfaction. Therefore, Supervision and explanation is appropriate for all employees regardless of how well or poorly they perform.

I have experience in performance management and understand the performance appraisal or a disciplinary process. It aims to improve organisational, functional, team and individual performances. Effective performance management measures the progress being made towards the achievement of the organisation's business objectives. It does so by planning, establishing, monitoring, reviewing and evaluating organisational, functional, team and individual performance.