Performance Management And Methods Of Measurements

The performance management system helps the company in identifying the employees who are not able to perform as per the expectations. Warnings can be given to these employees for improving their performance. Even after that they are not able to improve their performance; these employees can be terminated on the basis of performance. The organization keeps documentation about the performance of an employee. The company documents the performance in HR 's file. Employees in Organization are motivated and they value the structure of the company, its development and plan for growth. A motivated employee performs using full potential, which is good for both the organization and employee.

Human Resource Management (HRM) is all about balancing the organization’s people and processes to the best to achieve the goals and the strategies of the organization, as well as the goals and the needs of employees. The main role of an HR manager is to fulfil the integrating business operations and strategies across a wide array of culture, products, and ideas, while effectively delegating work among human resource specialist and line management. There are many key functions of a HR manager to the organization. Some of the key functions of a HR manager are

Monitoring the employee work performance and giving effective and timely feedback will help keep the employees performance successful. The employee needs to know what they are doing right and what areas need improving. There are different ways to monitor an employee; managers observing their work, feedback from other employees, and talking with clients.

The evaluation will occur every six months to ensure the employees are up-to-date on the standards of their positions and this will also determine if there are eligible for a raise or a bonus.

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

The sole purpose of a performance management system is to assess and ensure that the employee is carrying out their duties which they are employed to do in an effective and satisfactory manner, which is contributing to the overall business objectives. That can be seamlessly transferred into the successful opening of my business.

Evaluation by the immediate supervisor: the supervisor should be the best person to assess his or her employees, because of the supervisors of these are directly related to the performance of the staff. As a result, it would be easy to evaluate the performance of staff and gave the results of a large specific.

With the performance criteria set, deciding what approach to use in the evaluation performance is critical. Motors and More is a company who is in the business of sales but they have a number of employees who do other things. This is the point where the approach must be simple so the employees clearly understand the process and fair to all employees involved. The results approach will be the best option to incorporate at Motors and More. By using the results approach, it ensures that employees will be evaluated based off the objectives that were defined for them in accordance with the performance of their jobs. Everyone employee has a job description that entails what duties the employee is expected to performed for their job. With the results approach, quantifiable data can be collected and used to evaluate how well an employee contributed to company goals/objectives as well and individual goals/objectives. This gives the employee equal incentives to work hard on individual duties as well as team assignments. It also creates the type of atmosphere in where cohesiveness is integrated among co-workers with the objective of contributing and doing their part to accomplish the overall business

Performance management is a continuous process in which employees and managers work together to monitor, plan, and review their employees’ overall performance and their contribution to the organization. Additionally, globalization is bringing about an increase in competition in the workplace, therefore there is a need for an organization to regularly evaluate the performance of their employees to ensure that the organization has the proper skill sets in their employees in order to have a successful business (Bac, 2007). The objective of performance management is to improve and promote employee effectiveness. Furthermore, employee performance management involves various activities: planning to be done and setting expectations, monitoring performance continually, developing employees’ capacity to perform, rating performance periodically, and rewarding good performance (Leonard & Trusty, 2013). A supervisor, on the other hand, is a person charged with the responsibility of overseeing tasks at the workplace are ensure that objectives are carried out according to the instructions given. A supervisor has manager-like roles and is responsible for actions and productivity of a small group of employees. There are philosophers who refer to supervisors as workers, while other professionals refer to this position to be a manager. A

Companies Performance Management system need to concentrate on the overall improvement the way the company performs. They achieve this by managing the performances of all personnel within the company no matter who they may be. This can be attained by ensuring that everyone within the company truly understands what the overall mission and goals that have been set for them within the company. Performance Management system has a very distinct way that it can manage the performance of the entire company and as long as everyone understands the goals that the company sets forth than the company as a whole will meet those goals. The developmental objective is fulfilled by defining the training requirements of the employees based on the results of the reviews and diagnosis of the individual and organizational competencies. (MSG)

For instance, loyalty, dynamism, leadership sociability, creativity are characteristics required in wide variety of jobs. This type of evaluation is popular, although it remains widely criticized (McGregor, 1957). Many specialists believe that personality traits are unobservable, therefore, difficult to define and measure. These can cause bias in the evaluation and shorten the validity because “the respect we hold for the inherent value of the individual leaves us distresses when we must take responsibility for judging the personal worth of a fellowman”. (Schmidt & Hunter, 1998). Furthermore, the personality traits is somewhat related to the performance of the individual at work. In addition, making a judgment about an individual does not

I have analyzed the performance management system and policy of the Overstrand municipality which in my opinion is good and has been used and applied to their employees for a long time. However, the aforesaid municipality apparently has not explored other current performance appraisal methods for its employees. It might have been a good idea to try and test alternative and new methods of performance evaluation such as self-performance assessment and others which will be discussed at a later stage in my presentation. The former (self-performance assessment) has been used and applied successfully in my organization for which I am working and has yielded good results and enhanced employee performance as well as employee – employer good working relationship.

Performances management structure are designed with the target of advance both, individual and organizational performance by recognize performance requirements, ensure regular feedback and help employees in their career development. The main goal of performance management is to ensure that the organization and employees work together to get best results. For example organization should help to employees in identifying the knowledge and ability required for performing the job efficiently as this would drive their focus towards performing the right task in the right way. Organization should help encourage employees personal growth and development in they career and help to get the desired skills and knowledge. The purpose of performance management is make employee feel motivate at work and make them understand about they investment in the organisation. Successfully reach the set target as well as it also focus on helping the employees to understand what is being require from them and how they could deliver it to the organisation.

Successful organizations know that to win in today’s competitive marketplace they must attract, develop, and retain a talented and productive staff. Winning organizations get their competitive edge from a performance management system that communicates the organization’s vision and values, aligns individual and team performance goals with the organization’s strategic objectives, outlines career development paths for each

He also states that there are two components of performance management system i.e. Performance Evaluation system and Performance Reward system. The success of performance reward system is based on Performance Evaluation System. It is not the absolute performance of the employees that matter but their relative performance. He focused on the three dimensions to measure the performance: growth of business, profitability and