Performance Management essay

Major purpose of performance management system Strategic purpose-every organization has set goals which need to be linked with attainment goals, individual goals and reinforcement goals for the performance management of that organization. Administrative purpose–for any organization to run smoothly promotions, employee retention, merit increases, identification of poor performance, salary adjustments and terminations decisions are made by the organization. Failure of an organization to implement a proper Performance management leads to biased or personal preferences. Communication purpose –communication is essential in any firm hence it calls employing a set system to aid in communication within the firm. Informing, correcting, warning or giving instructions in any organization is a daily routine. Edward (“CEO Performance Management”) it is based events from the past years that have given a shape to the organization landscape.

The use of CEO rule in performance management system inclusive of CEO appraisals, goal setting and compensation RichardReilly and Zvi Aronson (“Managing Contextual Performance”) starts by explaining contextual part of performance distinguishing this from other task performance and then review the antecedents and results of this system of performance. In addition they expressed issues that go hand in hand with managing contextual type of performance, inclusive of appraisal method. Leanne and Elkins – identifying, learning, and handling of Counterproductive practices it is very important to have a peaceful existence in any organization, respect is a key to performance. This article explains prevalence, results of bad behaviors and nature, this can include abuse against other workers, poor workplace incivility and sexual harassment there could be also production deviance such a poor performance, withdrawal behaviors theft or sabotage.

Aligning Performance Management with Organizational goals, Strategy and Values by William Schliemann This phenomenon explains the need of aligning operations in an organization may it be small or big. He puts into consideration of seven element of alignment when emphasizing the duty of a company. Moreover he illustrates four processes associated with effective performance management that is linking goals, vision and strategy of a firm. Practical daily Applications of Goal - Setting Theory to Performance Management by Don Vande Walle, Peter Heslin and Jay Carson It is clearly seen that when one works towards achieving a certain goal self-discipline and motivation develop automatically hence easily attains the set target. There are five factors that a firm needs to determine goal setting: how the firm is committed to the goal, to what extent is the task complex, framing of the goals, team goals, and general feedback.

However the challenges are increasingly becoming more complex irrespective of the specialization area, from industrial to the political point of view. Therefore only few experts who are able to integrate skills with knowledge and collaborate with their fellow experts are greatly of use across the areas of specialization. From the research the following articles explain performance management considering the future Autumn and Snyder - Technology and Performance Management: This articleexplains the role that technology can play when developing and using a performance management system. It stars by reviewing electronic technology by evaluating performance monitoring of workers using telecommunication in performance management. In addition it illustrates how appropriate technology can support different key elements in performance management, like documentation, informal, organizational maintenance and strategy.

This places some workers where they do not want to be at that time and this can affect the whole procedure of performance management. It is then of great importance if any firm uses the merit method of ranking that is fair to almost all the workers. By using that system the communication and the output of the workers will be high enhancing smooth running of operations in an organization. Performance management best practices As from the research it can be clearly stated that in any organization there are few employees who do not completely wok hand in hand with performance management. This gives the organizations to come up with the practices that facilitate obedience of the system by the workers (Buckingham & Goodall, 2015).

The validity– for any system to be useful it should valid this ensures that everything is kept up to date. Biasness of information leads to wrong interpretation of rules that might be set by a certain organization. Acceptability and fairness - A good performance management system should be acceptable by all participants either topmost authority or the lower level. Conclusion Currently with internet and interconnected world it is comparatively easier to get access of information. Although technology without the perfect skills in different areas will not lead to any great change in day to day activity as it is said that technology is not a guarantee but it facilitates change in lifestyle.  Performance management in the public sector. Routledge. New york city, united states Buckingham, M.