PERFORMANCE MANAGEMENT

Performance Management

Performance Management

Introduction

Performance management covers all the important activities form coaching and feedback that paves way for better performance to employee developmental programs followed by rewarding their achievements (Armstrong & Baron, 2000)In this paper, we will be discussing the The role of Human Resource Managers in Performance Management and critically evaluate and explain the evolving Human Resource Managers role in the context of modern work organisations. Different and modern examples of Performance Management practices will also be mentioned of various organizations so that we can have a better understanding of how these processes are carried out and what benefits are these firms reaping out of it in terms of profit generation, organizational development and growth, employee turnover and customer satisfaction and etc. With proper implementation of performance management systems, we will also discuss how it plays an important role in the development of the work force and the advantages associated with it in terms of growth of firm and maximum employee satisfaction.

Discussion

Performance Management

Performance Management as a term surfaced for the first time in 1970's but was not used as a proper concept until the late 1980's. The meaning of this concept has evolved since its inception, and continues to evolve till the current date. In the early sixties and seventies, saw Performance management as a form of merit training, whereas the eighties and nineties associated this term with new management concepts like Performance appraisal, management by objectives, pay related to performance etc (Armstrong and Baron, 1998). Even to this date, authors still differ in defining the Performance Management and have their own understanding and opinions regarding it.

It can be defined as a way of achieving effective outcomes by understanding performance within as established structure of objectives, principles and competency requirements. (Armstrong, 2009, 618). In short performance management can be defined as a process for recuperating organisation's effectiveness through developing the teams in terms of their performance but more importantly, that of the individuals working within that organisation (Fletcher, 1997).

According to Armstrong and Baron (2005, p.625), significance of Performance Management is to clearly share and forward the organisation's vision and values. Followed by defining the expectations regarding what to be delivered and how to it should be executed. Ensuring that the employees are well aware of the performance indicators and what represents high performance and how it should be achieved; Enhancing employee motivation, and commitment through feedback against their achievements. Lastly, enabling employees to gauge their own performance and also filling the gaps by dialogue with the HR managers and the head of the departments. If the process of performance management is effective, then it helps in improving relationship between the employees and the management, followed by alignment of performance of the individuals and teams with the goals and objectives of the organisation.

Performance Management process includes a series of detailed steps that will pave way for accurate and efficient feedback generation of and from the employees. The process consists of two parts, first is the clarity of job's expectations ...