Performance Management and Rewards Essay

Support and coaching by managers will help employees understand possible options for improving performance and take the necessary action. Under-performance may have a variety of causes and some of them may be outside the individual employee’s control. It is therefore important to discuss any problems carefully with employees so that practical solutions can be agreed. Often an Enhanced Development Plan is used to support employees. This is a clear plan over a

When the organization invests in training and development to improve the knowledge and skills of its employees, the investment is expected to yield productive and effective employees. The programs could be focused on individual performance or team performance depending on the development need identified by a training needs analysis which helps in the creation and implementation of training and management development programs. In the view of Grobler, Warnich, Carrel, Elbert and Hatfield (2004:345), training needs have to be determined first.

Identify developmental needs of each employee will help provide opportunities for training and encourage good performance it also strengthens job-rated skills, and will help employees to keep up with changes in the workplace. When managers start focusing on developing their employees performance employees are able to adapt to different kinds of situations. This will help ensure the survival, well-being, and goal achievement of both the employee and the organization.

A: Employee development helps to maintain a trained, motivated and committed workforce so that they are able to respond to innovation and change. Employees are able to produce goods and services and some goals may initially cause a decrease in profit and because employee development can be costly. Goals for change and innovation may cause conflict depending on how they approach the goal and implement strategies for productivity that can be approached differently by employees. This can also cause conflict, but the best plan can be determined by trial and error. Symptoms of structural deficiency can appear as a result of too many problems and to many decisions related to those problems, if the hierarchy delegates responsibility to the lower levels it still may be insufficient. Different organizational structures need to use innovation to accompany all aspects of decision making, ranging from what the marketing

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

Organizations need to know who their best performers are.Within the context of formal performance appraisal requirements, rating means evaluating employee or group performance against the elements and standards in an employee 's performance plan and assigning a summary rating of record. The rating of record is assigned according to procedures included in the organization 's appraisal program. It is based on work performed during an entire appraisal period. The rating of record has a bearing on various other personnel actions, such as granting within-grade pay increases and determining additional retention service credit in a reduction in force.Note: Although group performance may have an impact on an employee 's summary rating, a rating of record is assigned only to an individual, not to a group.

Any new employee need to be oriented which is done through training, even though it is a small company. One of the purpose of training is that the employee can learn their tasks and start effectively. The main of performance management is to identify training needs and areas where employees need to improve on. Day-to-day employee performance management is an important part of managing employees. It is done through setting goals, communicating expectations, providing feedback to employees based on their performance (Bilton 62). Brown said that much of day-to-day management is done by junior

Reward Management (RM) has been defined as the distribution of monetary and non-monetary rewards to employees in an effort to align the interests of the employees, the organisation, and its shareholders (O’Neil, 1998). In addition O’Neil (1998) also suggests that a RM system can serve the purpose of attracting prospective job applicants, retaining valuable employees, motivating employees, ensuring legal requirements relating to direct and indirect rewards are not violated, assisting the company in achieving human resource and business objectives, and ultimately assisting the organisation in obtaining a competitive advantage.

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

On its face, it seems contradictory that a reward would be an unhealthy means to assist the process of learning or behaving. How else would the unpleasantries of learning, of working, or

Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and

Good design of the companies does not ensure the development and the progress further. Praising the employees and paying them more can not motivate employees of an organization to be more productive and efficient and also the best training programme cannot assure a highly efficient output from the employees . Without the basic match of the people with the work it is impossible to obtain the return on the investments that has been done in human resource programmes of an organization. “Work” includes the physical, economic, and social environment in which the activities take place and it is always more than the range of tasks and activities undertaken.(Gareth Roberts,

Effective supervision is a key component of managing for performance. Performance monitoring determines whether specific results were achieved, the key role of the supervisor is to ensure that organizational policies, practices and goals are implemented. Effective supervision supports a collaborative approach that builds on employees’ strengths, resulting in superior outcomes. Effective supervision promotes continuous learning and facilitates skilled growth and development through self-assessment, self-awareness as well as identifying of strengths, challenges and

This paper discusses on how training and development of individual employee in an organization improves the efficiency of the organization leading to greater productivity. Training and development is a process of upgrading an individual’s skills or inculcating a new skill that brings out the desired change that the organization seeks. This paper also focuses on benefits of performance appraisals impacting at team level and at organizational level. Performance appraisal is evaluation of an individual’s performance by

There are a number of factors that have an impact on an individual’s performance which influence their job satisfaction. An individual’s performance can have a major impact on how well a business is operated. Their personality, values, perceptions of an organization, and motivation can affect their job performance. Employers want their employees to use their talents to their fullest capacity. I will list organizational development intervention strategies. These concepts will improve an individual’s behavior in order to achieve excellence. I give an insight to what motivates an individual to improve their behavior in the workplace. In organizational development (OD) employee empowerment gives an employee a certain level of responsibilities towards decision that align with their specific organizational task. As a manager, it is their duty to create a work environment in which employees feel empowered, productive, and satisfied in the workplace. If a manager values their employee, then they should show their appreciation through feedback that shows their unique value toward a company. Through effective communication and training, employees will be able to achieve excellence through positive feedback. Feedback is two-sided, it is an opportunity to share opinions and find solutions which creates success.