TABLE OF CONTENTS Why is performance measurement beneficial? 2 Feedback is provided 2 Prevention of bad behaviour 2 Avoiding absenteeism 2 Rehiring productive employees 3 Employee encouragement 3 Lawsuit proofs 3 Discovering the best practice 3 Job allocation 3 Customer satisfaction 3 Strategic planning and goal setting 4 What are the downsides of performance measurement? 4 Over-systemised 4 Creates competition 4 Has a controlling nature 4 Biased employers 5 No concerns for individual differences 5 Costly 5 Discouraging the employees 5 References: 6 Performance measurement has been one of the most popular tools used by the managers in the past few decades. As the name suggests it is a technique to measure and …show more content…
They can find new potentials and abilities in the employees and apply them for the benefit of the company. For example, the employer could give the same challenge to two different people using two different techniques. The employer can then find the best option for doing a certain job and this could increase the productivity and efficiency of the other people doing the same job in the future. (Bernard 2012) JOB ALLOCATION Allocations of duties are crucial for efficient transformation of inputs to outputs. The performance measurements enable the employers to see the employees’ strengths and weaknesses and allocate their jobs accordingly. (Landy & Farr 1983) CUSTOMER SATISFACTION One of the main reasons employers use performance measurement is to ensure the best quality of goods and services is provided for the customers. After all, a business will not exist without customers and therefore they are a crucial component of a company. In order to keep them, they must be satisfied with the products and services. Thus, performance measurement makes sure this happens. This technique is also important in order to identify problems in the workplace and to get an understanding of how it could be fixed. (Pierto & Jean-Francois 2010) STRATEGIC PLANNING AND GOAL SETTING Performance measurement allows the employees to plan for the future and make their expectations from the results taken from the performance of workers. One of the most
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.
In this assignment I will be explaining how employee performance within my chosen business, Tesco, is measured and how the results can help with the development of the staff, as well as assessing how the importance of measuring and managing employee performance.
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
The first port of call, or initial point of contact, for performance management is usually the
While yet to be proven commercially, the PI process claimed to be easy and cheap to incorporate into the
Performance measurement enables quality improvement through the measurement of performance based upon quality indicators. Therefore, performance measurements can lead to quality monitoring and ultimately quality improvements and the two are dependent upon each other. External indicators
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
This factor entails recognizing employees for jobs well done. The use of performance measurement software enables the employers to keep track of the performers of the employees to acknowledge their success and appreciate it. Employee rewards and recognition helps boost the morale of the employees hence improving their satisfaction (HealthcareSource, 2013)
A performance management system should consist of planning, monitoring, reviewing and evaluating (Hrcouncil.ca, 2015). During the planning phase management should identify, clarify and agree upon expectations of the employee. Also, in this phase management needs to determine how results will be measured, agree on the monitoring process and document the plan for performance management. Furthermore, this step is imperative for management to identify and ensure the performance objectives are explicitly stated to the employee. In the development of this phase management would
Contained within this plan will be a performance measurement framework that is aligned with the organization's objectives, goals and strategy. This plan will also address the specific job analysis process to help identify what skills are needed where throughout the company. A measurement method will also be introduced to help address the gaps in workers' skills and also by creating a feedback mechanism that helps sustain and promote the values of the organization and its products and services.
Performance management is one of the most important activities of HR. It is not enough to simply go through the business as usual and much disliked annual exercise of assessing performance and driving rewards based on a performance assessment. The information system will be drive and modifies goals as needed, assesses performance against goals, and provides instant feedback which will give them an indication of their strength and weaknesses thus focusing on skill development and motivate employees to stay with the organisation. However this may lead to Substitution of individual judgments and Challenge the nature of an organisation and the role of management
Speak with clients regarding satisfaction. This gives the organisation another viewpoint to measure overall performance. A smiling face doesn't always translate into acceptable work practices. Including comment cards and setting up phone surveys can give customers an opportunity to address issues or give praise – very important for employees to perceive performance management as a way of acknowledging when their performance meets or exceeds established targets. Using this type of analysis can help ensure the organisation has a complete picture of employee performance.
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 reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;
There are many kinds of tools in performance management, they are : performance planning, development planning, self-evaluation questions, training and evaluation which must be used in and effective way so as to increase the participation of the employees in the organization with it maximum potential. Hence performance management helps and organization to obtain its objective with effective manpower.