Performance Management systems

Performance Management consists in the implementation by the organisations of strategic and integrated actions that enhance performance and individual and team skills, in order to generate higher levels of job performance. It is executed through leadership management, training, development and appraising the whole system.

Contributions to group work are appropriate to the task and nature of the group, and promote effective communication and teamwork

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.

Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.

Performance management systems are normally related to how organizations oversee and review the performance standards of their respective employees, with the human resources departments playing an active role in reviewing employee behavior and workloads (Lawler, 2003). Investing in such processes benefit organizations in that they are able to achieve their objectives in an organized manner, aligning their output to their stated mission and vision statements (Otley, 1999).

Manager education for those leading the performance management process is necessary to ensure they take it seriously, and understand the many benefits (both to individual employees and the organisation) of a high-performing performance management system. Knowledge on the practicalities of effective implementation of performance and development plans would ensure they actually facilitate high-performance. This would enable managers to more accurately identify and clarify performance expectations, which would in turn enable them to set performance objectives that will drive high performance and can be measured reliably, with high levels of validity and specificity. Additionally, where necessary, managers should be trained on how to coach effectively to improve performance, and develop the skills and capabilities of their employees

Performance management is linked to the achievement of organisational objectives and improving service delivery. It is a holistic approach

A strong and effective performance management system “enables a business to sustain profitability and performance by linking the employees' pay to competency and contribution. It provides opportunities for concerted personal development and career growth. It brings all the employees under a single strategic umbrella. Most importantly, it gives supervisors and subordinates an equal opportunity to express themselves under structured conditions”. (Slideshare, 2012)

Our research and experience validates that in order to achieve an effective Performance Management system, it must be inclusive of the organizations objectives, Mission Statement, goals and core values. It must gain “buy in” and approval from all stakeholders, it must be clear, measurable and provide an opportunity for communication and feedback.

In order for a good performance management system to work every employee in the organization needs to understand what is expected of them, are focused on work that supports organizational goals and priorities. Organizations need to make sure that employees are properly rated and acknowledged for their contributions; and employees should know how their performance will be measured. It is a good idea for employees to participate in developing their performance objectives so that there is a mutual understanding of expectations from the beginning. Performance plans, including performance objectives are approved once managers have reviewed them and the plans are communicated to employees.

Performance management mostly is not successful as expected in the public sector. According to Her Majesty’s Inspectorate of Constabulary for Scotland (2005) a thematic inspection of performance management noted that though performance management was “substantially developed”, a long way is still needed to go before everyone was responsible for providing a good service and “many areas of performance management in the early stages of implementation existed as well”. There are many implementation reasons causing these problems, for instance, the reduction of government spending (Gianakis, 2002), or purely a tool for management rather than a tool for

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 a management process put in place by an organisation to ensure that employees are aware of the level of performance expected of them in a particular role within said organisation, as well as any individual objectives they will need to achieve to achieve the overall organisational objectives.

Performance management is a concept in the field of human resource management . It is defined as the continuous process of measuring and developing performance in the organisation by linking each employee performance and objectives to the organisations overall mission and goals . It is also the process which contributes to the effective management of individuals and teams in order to achieve high level of organizational performance by identifying, encouraging, measuring evaluating, improving and rewarding employee performance. Performance management establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved .

In the increasingly competitive market, it is essential that organizations form and implement an effective organizational performance management system to help gain competitive advantage. The performance management system should have several activities that will help to develop the goals of the organization; it should also help in monitoring organizational progress and to make adjustments to accomplish the goals more efficiently with minimal barriers (Shackleton, 2007).