EMPLOYEE PERFORMANCE

Employee Performance

Employee Performance

Finance Manager:

A finance manager is responsible for handling and supervising investment portfolios, accounting, financial reports and other financial analysis and statement for a company. In addition to this, he also looks after the strategies for cash management and financial regulation and legislation. He is responsible for managing the company's cash flow by supervising income statements, balance sheets and the cost and revenue model. (Wetlaufer, 2000, 12-39)

The responsibilities of a finance manager also includes, providing an efficient and effective financial blue print and illuminating the financial records of the company while maximizing its profits and minimizing its costs. The main purpose is of a finance manager is to create a future revenue stream for a company. It also involves effective management of the current investments. A finance manager is also responsible for budgetary planning and decisions. Furthermore, finance manager should be well aware of all the technical aspects to take a financial decision. For this, he/ she need to have complete knowledge about different legal regulation and statuary legislations.

Performance Management

Performance management has become a major component in a businesses success. It is becoming increasingly significant to mentor and guide employees in such a manner that they can align themselves to the ever-changing job requirements. It enables the sub-ordinates to have a grasp on their career and achieve their targets. It creates trust in the leadership, better productivity and responsibility. (Johnson, Scholes, 2004, 74-85)

Many long-standing theories of motivation have important implications in TQ organizations, and need to be understood by all levels of managers. Content, process, and environmentally-based theories and models provide a theoretical basis for managerial leadership.

Performance appraisal is a process for evaluating and generating information about employees' effectiveness and efficiency at work. The performance assessment processes that have been implemented traditionally are contrary to the T.Q philosophy. Performance assessment must take into account the over-all quality of work, identification of concerns, training and constant learning opportunities and should break itself away from compensation and merit-rating systems. One approach, 360-degree feedback, focuses on two-way communication between employees and customers, suppliers, managers, subordinates, and peers to discuss goals and performance appraisals. Many companies are now replacing performance appraisal with planning and development systems. (Johnson, Scholes, 2004, 74-85)This often focuses on core competencies of the employees and mastery descriptions to describe the behaviour that employees should conduct.

Performance Management System is a standard point of the development of corporate strategies, performance management not only promotes the enhancement of organizational and individual performance. Performance management system is to improve organizational and individual performance stood in the perspective of design, performance evaluation of work performance management is only a part of the work, performance planning, performance coaching communication, performance results of applications such as performance management are important;

Performance management system requires certain prerequisites. Basic management level of enterprises should be relatively high, relatively healthy corporate culture, clear corporate strategy should exist, clear job responsibilities and rights should exist, and pay system should achieve fairness goals and should complete the ...