What Is Performance Management?

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

Sometimes employees have turn to focus on personality rather than the actual problem. So recommending a regular staff meeting that addresses issues within the work place. Not only the managers and supervisors should be instructing but junior staff given the privileges to explores and vent out their concerns, and the meeting environment should be cordial, respectful and peacefully. I will also want to recommend that the management should keep in touch with all employees through email messages and phone calls concerning all the changes and important information going on in the

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals.

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 performance management process is a key component of an organisation overall approach to the management of its people. As part of the performance management system, performance management aims to achieve the following:

* Better two-way communication with employee. Do the employee satisfaction survey once a year before somebody is trying to quit.

Lead by example, by valuing each individual’s opinions and making everyone feel comfortable sharing their points of view. Actively seek out new perspectives and ideas by supporting people from diverse backgrounds. Something else you can do is create an open-door policy to encourage employees to come to you to discuss their concerns.

Treat your employees as if they were family. Do not expect to be respected unless you’ve earn it. Be a model to your employees.

As same as other organisation, Strategy at a healthcare organisation is initiated at top level but the implementation feeding is started at the bottom level. Performance management (PM) is a management tool that has been recently, applied at various organisations including healthcare sector. Fundamentally, its focus is to ensure effective strategy execution by looking at strategy as the object of value conception and therefore, coordinating all efforts, processes, resources, reports, along with staff commitment towards achieving the strategy.

Performance management is a procedure in which team members work hand in hand to set up plans, strategize, monitor, and identify a member’s work goals, along with the general involvement to the team and the project itself. It includes activities that make sure that the team’s goals are being met in an effective and efficient manner.

Performance management as an active exercise that is all about exploring the organization effectiveness. Organization effectiveness is commonly referred to when organisations have achieved maximum performance. According to (Aguinis, 2014) taken from B.Com Honours Sudy Guide p12 states that, "performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization". The "communication process includes clarifying expectations, setting objectives, identifying goals, providing feedback, aligning the performance of employee with the performance of the organisations strategic objectives and reviewing

Performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. (Lockett1992)

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.

have structures which support the effective functioning of the performance management system. Ie. a performance management policy as well as performance appraisal and disciplinary processes and procedures