• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Performance Management

Extracts from this document...

Introduction

Every company/organization has its own corporate mission and corporate vision. To achieve these they do required certain form of resources which can be in the form of land, capital, machinery, material and last but foremost the human capital means the human resource which leads to utilize the rest of the resource through which they can drive the organization on the way to achieve its corporate mission and corporate vision. We all know and cant ignore that every machine or equipment do need certain form of input to operate effectively and efficiently and to make sure that they keep perform well on continuous basis we design certain measures to evaluate their performance, In a similar way to get higher level of productivity from humans (employers) we need to evaluate them and keep motivate them through certain rewards which should be on a performance based but here the question arises how we are going to evaluate and manage their performance. In answer of this question I would say, we need to develop and design a mechanism or system which is known as Performance Management System. The essay has been prepared to help all the readers to understand what is performance management, what performance management system is all about, what are the main characteristics of effective performance management system, the skills and techniques required during the process of performance management and to what degree this system can effectively manage employee performance . INTRODUCTION "Performance Management is a systematic process through which the company/organization involves its employees, as individuals and members of a department, in achieving agreed objectives, thereby improving themselves and developing organizational effectiveness, in line with the company's/organization mission, vision and goals". Ref: ARMSTRONG, M.nd BARON, A. (2004) Managing Performance: performance management in action .London: Chartered Institute of Personnel and Development. We have to believe that the existence of an effective and well organized Performance Management System in a company/organization guarantees consistent development and growth of the company and its employees as well. ...read more.

Middle

Mid Review: * The Department Manager must meet the employee from time to time according to the schedule decided upon at the start of the financial year to evaluate performance on responsibilities related to the job and work objectives. * During the year there should be at least one performance review meeting. * The Department Manager and the employee should sit together and discuss the progress made on the activity plan and isolate any problems the employee may come across. * These reviews also gives the Department Manager an opportunity to make an employee realize about his/her performance , which diminish the prospects of volatile outcomes if there is any during the time of annual appraisal. Annual Review: A person who is going to evaluate they must meet the employee at the end of financial year to confer his/her annual performance evaluation, so it is necessary that the employee should be informed about this meeting and its purpose prior 3 to 4 days by the Department Manager and counsel him or her to organize for it in relation to his/her performance. Essential of Effective Meetings: It is recommended for the Department Manager or Supervisor to comply with the following steps during mid review and annual meetings. This would ensure that the objectives of the meeting are achieved in an effective and efficient manner. Control the environment: The meeting should be held without any interruption. During the meeting the Department Manager's entire focus should be on the employee and his or her performance. State the purpose of the meeting: Communicate employee the purpose of the meeting, i.e. to review his or her performance during the past year, to identify areas which needs to be develop, and to plan for the next year. When the employee and the Department Manager understand and agreed the purposes and benefits of the appraisal process, it is easier to have effective discussions. ...read more.

Conclusion

on the basis of the Performance Management System, carried out on pre-established goals and the performance of the employees against those goals. All departments should complete their activity for goal setting for the up-coming/new financial year and forward it to the Human Resource Department by designated month e.g. May 15th each year. 2. Scope: This is applicable to all officers, supervisors and management staff of the company. 3. Responsibility: It is the responsibility of the Human Resource Department to: * Initiate this activity, including goal setting; provide assistance to department heads in conducting a mid-year review and the end of the year in annual appraisal in all departments. * Make sure that proper training is provided to all departments manager and supervisors related to handle the performance management techniques and its process in a proper, reliable manner. * Ensure that it gives a value added contribution in the development of employee. * Ensure performance based increments. * Ensure that performance standards for measurement are expressed and clearly understood by the employees. * Ensure that the activity to evaluate the performance is fair, just and unbiased manner. * Ensure the completion of all activities related to performance management and its evaluations within a defined and specified timelines. 4. Procedure: * The department head initiates the performance evaluation activity for their subordinates which are taking place under the supervision of their heads. They also facilitate the process to make sure that all activities related to performance evaluation are carried out and ended as per written guidelines and timelines. * The concerned director (e.g. Technical Director) is responsible for carrying out the performance evaluation of Departmental Managers and Department Heads that report directly to him. Later on such evaluations can be reviewed by the Chief Executive Officer. * At the start of each year it is the responsibility of the Human Resource Department to carry out training on performance management for all departmental heads, to give them an idea about goal setting and its evaluation. Ref: http://www.archives.gov/records-mgmt/initiatives/appraisal. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our AS and A Level Acquiring, Developing & Performance Skill section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related AS and A Level Acquiring, Developing & Performance Skill essays

  1. Aim: to plan, perform, monitor and evaluate a 10-week training program for a specific ...

    Machine Week 1 Leg Press 70kg Arm Curl 30kg Hip Abductor 30kg Hip adductor 35kg Pectoral Fly 30kg Shoulder Press 20kg Seated Leg curl 45kg Seated Quad curl 30kg Abdominal 15kg After my first training session, I felt comfortable with what I had done, as it was the first week and I started easy.

  2. Motivation essay

    Deci's Cognitive Evaluation Theory (1975) shows that the individual's sense of voluntary control over performing an activity is removed with heavy extrinsic motivation and their sense of competence or self-worth is also decreased. Many researchers have backed up this theory.

  1. Sports Development

    The sports development continuum, (see appendix A) is a basic structure that takes individuals from the foundation stage (grass roots) to the Excellence stage where there they may be competing nationally or internationally within there chosen sport. The foundation stage is about gaining interest from young children and helping them to discover and understand sport in a variety of ways.

  2. In what way or when (under which circumstances) will goal setting be effective in ...

    Bandura's (1986) Self-efficacy theory highlights the role of self-efficacy and the impact it has on goal setting, motivation and performance. Self-efficacy is task-specific situation-specific confidence. It is the perception of one's ability to perform a task successfully (Bandura, 1986) and is fundamental to proficient performance.

  1. Why do people take part in physical activity?

    Bicuspid or mitral valve - flaps on the left hand side of the heart. Blood plasma - protein-containing fluid portion of the blood in which the blood cells and platelets are normally suspended. Capillaries - the smallest of the blood vessels, very thin walls.

  2. PPP Action plan 2003.

    Lower the dumb bells to the side keeping your arms bent until your elbows are level with the bench. Return to the start and repeat. Back Alternate dumb bell row A) Rest your right knee a bench and your left foot on the floor, and keep a soft knee I

  1. Achieving Peak Performance - the role of other professionals. Nutritionist,Physiotherapist/Doctor,Psychologist, Coaches and Manager.

    fitness test to see if he has an injury or if he is just unfit. If he hasn't stuck to his diet then he will obviously put on weight and be slower e.g. if a player eats bread before a game, it does slow you down so players are advised

  2. Action plan to improve my performance in rounders.

    Rest for one minute between sets. ? Once you master base rotations, ? Enhancing the drill with sprints. Start back at two sets of four seconds when you add sprints. At the end of each set try to either: sprint forward eight yards, crossover step and sprint right or left

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work