ORGANISATIONAL PERFORMANCE

Organisational Performance

Organisational Performance

Introduction 

The performance of employees is the cornerstone for developing the effectiveness and success of a company, for this reason there is a constant interest of companies to improve employee performance through continuous training and development programs. In recent years, performance management has sought to optimize its human resources to create competitive advantages.

Given that performance is an important variable in the development of companies and their management, this is the object of study of this test. For a better understanding of the subject matter provides the concepts of both performance and performance management in organizations.

Performance management is a major concern occupying those responsible for human capital in organizations, the concern about the progress and contributions of employees and the need to participate actively in the process of continuous improvement makes it a point key to understand the impact of implementing and developing an appropriate performance management.

Performance is defined as actions or behaviors seen in employees who are relevant to the objectives of the organization, and can be measured in terms of the responsibilities of each individual and their level of contribution to the company. Some researchers argue that the definition of performance must be completed with the description of what is expected of employees, as well as continued effective performance orientation.

Performance management is defined as the process by which the company claims that the employee works in line with the goals of the organization and practices through which work is defined and reviewed, skills are developed and rewards are distributed in organizations.

In the new scenarios, for which we are traveling, we can identify three aspects that stand out for their importance: globalization, the constant change of context and the assessment of knowledge. The old definitions use the term Human Resources is based on the conception of man as a "replaceable" cog in the machinery of production, as opposed to a conception of "essential" to secure the success of an organization. When you use the term Human Resources is cataloging the person as an instrument, without taking into consideration that this is the capital master, which has skills and characteristics that give it life, movement and action to any organization, for which the henceforth use the term human talent. The loss of capital equipment has as possible ways of solution coverage premium insurance or obtaining a loan, but for the flight of human talent these solution paths are not possible to adopt. It takes years to recruit, train and develops the staff necessary for the formation of groups of competitive work, which is why the organizations have begun to consider the human talent as their most important and the proper administration of these as one of their tasks more decisive. However, the administration of this talent is not a simple task. Each person is a phenomenon subject to the influence of many variables and differences between them in terms of skills and behavior patterns are very different. If organizations are made ??up of people, their study is the basic element to study organizations, and particularly the management of human talent.

Performance Management 

Performance management and evaluation has been present in history for a long time, so it's not a new ...