PERFORMANCE MANAGEMENT IN ORGANIZATIONS - Blog 06.






Performance Management

Performance is the Behavior that accomplishes results (Brumbach 1988, cited in Armstrong 2014, p.334).

Performance Management can be identified as a process of Human Resource Management (HRM), as it involves with an assessment of the current and previous performance of an employee, a specific team or within the whole organization. Performance Management is a complex process and base for many practices related to HR such as the need for training,  recruitment, career development, rewarding, etc.(Slavić, et al., 2013).

According to CIPD viewpoint, PM is an activity engages with a set of processes which aims to maintain and improve performance in line with organizational objectives. It ’s operational, the aim is to ensure that employees are contributing to business objectives positively (CIPD, 2017).

Cappelli &Tavis (2016), explained that current changes in performance Management are an outcome of changing strategic concerns where there is a less need for individual responsibility and more need for development, teamwork rather than individual performance, which is published in Harvard Business Review.

Principals of Performance Management 
In according to Armstrong (2017), Principles of Performance Management are identified as follows
  •  Performance Management should have clear organizational goals which are aligned with the organization's success criteria.
  • Be simple and focus on performance improvement with the clarity of roles. It should be designed and implemented the participation of employees.
  • Be aligned with learning and development initiatives and regularly assessed against success criteria.
  • Be transparent and equitable and explain the rationale links them to rewards.


      Stages in Modern PM Cycle







   This model has allowed for the create a Continuous  Approach for Performance Management.

There are a number of advantages in this continuous approach as follows:

1.     Near-term objectives tend to be achieved more quickly. This helps comes to improve employee motivation.
2.     Over the course of a year, business needs can shift and short -term goals are suited to supporting changes in priorities.
3.     A large number of long-term objectives creates at ones is time-consuming, and actually difficult to do. Having few shorter-term objectives and reviewing them regularly is significantly important and less time-consuming.
4.  Check-ins allows managers and employees to discuss objectives, personal development, and actions to overcome obstacles to success as they arise. It provides an opportunity for managers to recognize performance, which makes a huge impact on Employee Engagement.




References:

Armstrong, M., 2017. Armstrong's Hand of Human Resource Management Practice. 13th ed. Philadelphia: Kogan Page.

Cappelli, P. and Tavis, A. (2016).The Performance Management Revolution. Harvard Business Review, 10, 58-67.

CIPD (2017). Performance management: an introduction. [Online] 

Available at: https://www.cipd.co.uk/knowledge/fundamentals/people/performance/factsheet
[Accessed 02nd July 2018].

Slavić, A., Berber, N. & Leković, B.(2013). Pderfomance Management In International Human Resource Management. Serbian Journal of Management 9 (1) (2014) 45 - 58 , Issue 2014 January.


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