Performance management at workplace.
Performance management at workplace.
Performance
management is a continuous and flexible process, which involves managers and
those whom they manage acting as partners within a framework that sets out how
they can best work together to achieve the required results (Armstrong,2006).
The organization
that I’m working in always embers on continues improvement, as per the Armstrong,
(2006),” company has done this by contract and agreement rather than management
by command”. Our organization giving the different job roll and enforced on
what the company and managers expected from the. By giving a specific job roll
and training on the job. And further more since the organization is related to
food industry hence company followed the standard speck chart mentored
throughout the all outlets.
Performance
measurement is quantifying, either quantitatively or qualitatively, the input, output
or level of activity of an event or process, further performance management is
action, based on performance measures and reporting, which results in
improvements in behavior, motivation and processes and promotes innovation
(Radnor and Barnes,2007).
In my
organization always encourage innovation by hosting “Master Chef “ program so
that the staff can bring in their own innovation ideas in to real business, and
selected top 5 items will be reworded and included in to outlet menu.
To conclude, the
primary function of performance measurement is to specify broad and abstract
goals and missions to enable evaluation (Wang and Berman, 2001) and performance
measurement system needs to be purposeful, unified, integrated and fluid (Tarr,
2004). According to Wang and Berman, (2001) the four aspects of performance
measurements are:
(1) deciding what to measure;
(2) how to measure it;
(3) interpreting the data;
(4) communicating
the results
At the same time
organization that I working in, has implanted different parameters to monitor
the progress, and what are the data that need to be observed, how. To overcome
this organization, invest in IT, AI (artificial intelligent) in order to track
the data, how to deliver the food faster and fresh (hot) product to our
valuable customers. And how to aligning the performance.
Hoque (2008)
states the importance of aligning performance management systems with the
strategic goals. According to Armstrong, (2002) Performance management can be
described as a continuous self-renewing cycle, as illustrated in Figure 1.0
(1) Planning:
concluding a performance and development agreement.
(2) Acting:
managing performance throughout the year.
(3) Reviewing:
assessing progress and achievements so that action plans can be prepared and
agreed and, in many schemes, performance can be rated.
Figure:1.0
Performance Management Cycle
According to
Armstrong and Baron (2004), revealed that in order of importance, the following
performance measures were used by the respondents:
1. Achievement
of objectives.
2. Competence.
3. Quality.
4. Contribution
to team.
5. Customer
care.
6. Working
relationships.
7. Productivity.
8. Flexibility.
9. Skills/learning
targets.
10. Aligning
personal objectives with organizational goals.
11. Business
awareness.
12. Financial
awareness
In my
organization as mention on figure 1.0 and according to the Armstrong and Baron
(2004), organization has found way to develop, manage and review
Performance. By evaluating the crew
members by annual reviewing comparing with the set KPI’s and providing
structured feedback and channeling them through the training if any individuals
has go throw the transformation to develop his or her skills and capabilities.
under mentioned 12 performance measures.
Reference
Armstrong, M and Baron’/, A (2004) Managing Performance:
Performance management in action, CIPD, London
Armstrong,
M., 2006. HUMAN RESOURCE MANAGEMENT PRACTICE. 10th ed. [ebook]
London & Philadelphia: British Library, pp.495-500.
Radnor, Z. and Barnes, D. (2007), “Historical analysis of
performance measurement andmanagement in operations management”,International
Journal of Productivity andPerformance Management, Vol. 56 No. 5/6, pp. 384-96.
Tarr, J. (2004), available at:
www.theacagroup.com/performancemeasurements.htm (accessed15 June 2007)
Wang, X. and Berman, E. (2001), “Hypotheses about
performance measurement in counties:findings from a survey”,Journal of Public
Administration Research and Theory, Vol. 11No. 3, pp. 403-28.
Agreed, a well-defined and deployed performance management system will ensure that strategic and operational goals and objectives are aligned and reinforce one another. The performance management system aligns all agency measurement frameworks to help executives, managers and employees make informed decisions at any level of the organization (Moran et al 2013).
ReplyDeleteYes Treva, A crucial element of a performance management system is performance measurement
ReplyDelete– monitoring that shows where change is required and which will in turn produce the
desired behavior that will produce improved performance (Leukemia-Charles et al.,
2003). As practice in dialog 70:20:10 Rule.
Agreed with you. Further, defining required job performance, observe performance achievement of individuals, providing feedback and set challenging targets that individuals should start performing and make decision on rewarding, promoting or terminating, demoting are key steps of performance management system (Latham, Sulsky and MacDonald, 2009).
ReplyDeleteAgree with you. Performance management – integrating the values contained in the HR strategy into performance management processes and ensuring that reviews concentrate on how well people are performing those values (Armstrong,M. & Taylor,S., 2014).
ReplyDeleteI agree with your argument Duminda. The research of Gupta and Upadhyay (2012) has found that there is strong correlation between effectiveness of performance management system and employee satisfaction and there is moderate correlation between effective performance management system and employee organization commitment. However, it was discovered that the correlation between between job satisfaction and employee commitment is also on a moderate level. Hence, organisations should develop methods to make the performance management system effective in such a manner to increase employee satisfaction.
ReplyDeleteWell said Oshadee,in order to increase employees satisfaction as mention by Armstrong (2006) ,Empowering, motivating and rewarding employees to do their best.
DeleteWell defined Duminda, 'performance management, effectively applied, will help you to create and sustain high levels of employee engagement, which leads to higher levels of performance' (Mone and London, 2010, p.227). With the complexities in the current dynamic business environment, it is a hard task for organizations to manage the performance of employees. Therefore, Gruman and Saks (2011) suggests that as there is a relationship between employee engagement and performance management, managers could focus more on employee engagement strategies to increase their performance levels.
ReplyDeleteI agree with your argument. As Pulakos (2004) suggests, Performance Management is a general global practice, which assists companies to develop themselves continually. But, the author moreover declares that some directors do not adequately and genuinely conduct the evaluations due to numerous causes such as demotivation and personal connections.
ReplyDeleteAgree Duminda, performance management is an approach that use to share organization vision & purpose, each individual employee understand and recognize their part in contributing to them, and in so doing manage and enhance the performance of both the individual and the organization(Mulwa & Weru,2017).
ReplyDeleteWell agreed with you Duminda, and adding to that, They help determine continued employment, promotion, transfer, bonuses, and pay raises, and allow for improved communications between managers and employees. The actual performance appraisal documents become part of an employee’s permanent record and can greatly influence lives and careers (Mahapatro, 2010).
ReplyDeleteAgree with you Duminda that performance management systems help achieve intended outcomes of a business. However, the unintended consequences of monitoring through performance measures, targets and incentives, promote transactional relationships, diminish trust as well as generate inequalities and differentiation (Franco-Santos, 2018).
ReplyDeleteWell explained Duminda. At the same time, Learners should be helped to develop learning goals
ReplyDeleteand to understand the benefits to them of achieving them. Performance management processes leading to personal development plans can provide a means of doing this (Armstrong, 2014).