• 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...


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.


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.


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. Identify my weakness in each of the five core skills, determine heir causes and ...

    the mobility in my knee joint, which is required to hold a low stance. Corrective Measure 1: This lack of flexibility in my hamstring could be improved through implementing stretches on my hamstring and gastrocnemius. It would be effective to use both passive stretching involving the aid of an external

  1. Why do people take part in physical activity?

    Goalkeeper By stretching and keeping muscles supple. Balance The ability to retain the centre of mass (gravity) of the body above the base of support with reference to static (stationary) or dynamic (changing) conditions of movement, shape and orientation. Gymnast Develop general fitness level and breathing control.

  2. Analysis of Performance

    important to success in games: Technical Attributes: - Corners - To deliver accurate balls to players to improve chances of scoring. - Crossing - To deliver accurate balls (at pace) to players to improve chances of scoring - Dribbling - To get past defenders and make space for skills.

  1. Timetable for training programe

    * Stair Hops: 2sets of 10 repetitions Using two-leg (progress to one leg after three weeks to increase the intensity) take-off and landing, hop up a flight of 10 steps. * Alternate leg bounds: 2sets of 10 repetitions Start of with a rocking step, with your arms at your side,

  2. Critically analyse your own performance in your chosen sport using suitable notational methods. Include ...

    Reflective practitioners will work closely with sports psychologists as there areas of expertise cross over within a lot of aspects. For example a sportsman maybe having trouble dealing with pressure of performing and a reflective practitioner would work on ways of helping the athlete dealing with pressure by looking at

  1. Discussion about 'Human Resource Management works well in theory but not in practice.'

    She identified only one piece of reliable research, studied the impact of what they called 'performance-contingent compensation' in the Social Security Administration. Rigorous analysis provided no evidence that it had any significant effect on performance. (Armstrong and Murlis, 1991, p442)

  2. The role of feedback

    Finally the autonomous phase learner would sue intrinsic knowledge of performance and results and negative feedback. It is good to use these as the negative feedback motivates them as they know they should do better, and the knowledge of performance and results shows how well they did and they can

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