REWARD PROGRAMS

Performance Management & Reward Programs

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Name of the InstitutionPerformance Management Reward Programs

Introduction

Performance management and evaluation has been present in history for a long time, so it is not a new phenomenon. Several authorities on the subject say that the earliest knowledge of this system dates from the Wei Dynasty in China during the third century BC Later this concept arrived in the United States of America during the Revolution in the eighteenth century Industrial. However, performance management is not officially used until the years 1940-1950.

However, the reader may ask what is the importance of measuring human performance within an organization? For which we will use the analogy of a machine.

So let's see a machine, which has a number of gauges to help monitor the performance: in the dashboard of a car, for example, a number of instruments that measure the speed , petrol, oil and other data vital to the driver, it tells you when something goes wrong. Together these tools ensure that the car works well and leads the passengers to their destination.

As an organization, there is no control panel with gauges that indicate if their workers go in the direction is correct or not, companies have to build systems of performance management to enable them to see if your staff is progressing or whether, on the contrary has problems that require improvement actions. This is where you can see the utility of using the performance evaluation of employees.

Performance Measurement

To measure performance, you need to assess through performance indicators. These indicators should help management to determine how effective and efficient the work of the employees in achieving the objectives, and thus fulfilling the mission organizational. They should be incorporated into a comprehensive system of measuring performance that enables simultaneous monitoring and consistent at all levels of operation of the company from achieving the strategic objectives of the company at the highest level to the individual performance of each officer and employee.

One of the latest systems in place and that is very popular for performance evaluation, is called 360-degree evaluation. This is the process which allows employees to give their opinion, and to evaluate the administration in the same way it has been evaluated, to which you have been introducing various changes and improvements to suit your needs specific company.

New Writings

Performance management has detected that this is a dynamic process of continuous improvement and should be flexible to change. Companies currently monitor their processes of change and employee performance measurement through the inclusion of various specialized software. Information technologies have made their inclusion in the management of organizational performance. This tool has been to facilitate the process, however many of these companies have been caught up in the frenzy of these new programs without the intelligence of business to support the decisions made in performance management. A company can easily replace the traditional management process, and clicks on a computer to increase its competitiveness. There is now very efficient software as ...