MN7181 - People and Organisations: Principles and Practice in Global Contexts - 6


Image 1  

What is Performance Management?

As clearly stated by Armstrong (2017)  Performance Management is “The continuous process of improving performance by setting individual teams and goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of the people”.

Four elements of Performance Management

1.       Agreement
2.       Feedback
3.       Positive Reinforcement
4.       Dialogue

Principles of Performance Management

1.       Be honest and open – for good performance management, good relationship is vital
2.       Keep it simple – keep the emphasis on the development of performance and paperwork simple
3.       Keep in touch – to have reviews to keep a track
4.       Make goals interesting, challenging and engaging – this is the motivating factor to achieve goals
5.       Pull together – align individual goals with team and organizational goals
6.       Build on strengths more than correcting weakness – no one is perfect at everything
7.       Get the right mix – focus on complementary skills within your team
8.       Give praise – recognize and acknowledge good performance spontaneously
9.       Let people know how they are doing – give regular, timely feedback, either motivational, formative or both
10. Right tools for the job - ensure all necessary resources are in place to help run the process, and to enable people to demonstrate performance improvement
11. Both perform - a manager's performance depends on the team, when they perform well, it's easier for the manager to preform well


Why manage Performance?

Performance management is considered as one of the critical elements for the success of any organization. For an organization of get the maximum from the employees an organization needs to motivate its employees and guide them towards in achieving the common goal of the organization. That is when performance management comes in handy.

Goals of Performance Management:
  •         Improve organizational performance – to improve quality, profits, customer service, efficiency
  •          Continuous improvement – to identify training needs
  •     Nurture culture change – connect pay to performance, empower line management, motivate the workforce
Benefits of Performance Management: 
  • Provides management structure - most employees prefer a certain degree of structure in which to operate
  • Provide avenues for management to be champions, mentors and coaches;create a framework for offering encouragement, support and guidance
Results of Performance Management

For performance management to work, it must be a constantly evolving process. It must balance the goals of the organization with the abilities and characteristics of the workforce to have the greatest chance of success. Performance management requires everyone in the organization to share responsibility for its success.

Reference:
http://www.turboexecs.com/why-manage-performance/
https://www.keenalignment.com/performance-management-success/
https://the-happy-manager.com/tips/principles-of-performance-management/
People and Organisations: Principles and Practice in Global Contexts

 Image 1:https://www.companyformations.ie/blog/engaging-employees-and-performance-management/


Comments

Post a Comment

Popular posts from this blog

MN7181 - People and Organisations: Principles and Practice in Global Contexts - 1

Image
The Importance of HRM HR is a crucial area for the operations of a company. It is responsible of the company’s greatest asset “employees”. Survival and success of a company solely depends on the employees of an organization and HR plays an important role in doing so. An organization/company consists of mainly managers and employees, resulting in HR to be judged from two perspectives when an issue rises, a manager’s and employee’s point of view.  Below are a few aspects that can be looked at from both perspectives. Importance of HR for Managers 1.        Training & Development of Managers HR assist managers to be better managers. They provide them with the proper guidance, and necessary coaching, identifying areas of developments to be developed with the help of suitable resource personnel and through the experience gained through the years of practice. Managers also need to have the competency to manage subordinates to get t...
Read more

MN7181 - People and Organisations: Principles and Practice in Global Contexts - 5

Image
Understanding the Stages of Team Formation Henry Ford (nd), " Coming together is a beginning. Keeping together is progress. Working together is success ". Just as Henry Ford had quoted, be it resolving a company issue or to lead a company project, employees look at them in different perspectives. Their approaches, ideas, and many more differ. Each and every person have their different beliefs, egos, problems where eventually the final decision could be affected. Image 1:  When employees are called in to lead a project, employees of different backgrounds come together to work as a team to lead it. But just as Jane Austen (nd) quotes “ too many cooks spoil the broth ”, if all try to lead and resolve the project with all their differences, the project wouldn’t go anywhere but still at square number one. Hence all employees need to come into one page to move forward with. As according to Bruce Wayne Tuckman, psychology professor, came up with the model ...
Read more