PERFORMANCE MANAGEMENT

Performance Management

Performance Management

Introduction

Performance management is the most important need of time, when there is so too much organizational battle and cutthroat competition for leadership and managerial positions. The performance management is a complicated and a broader function of HR (Taticchi, 2010 pp 172). The activities that are related to it are continuous progress review, joint goal settings, feedback, frequent goal settings and coaching for improvement in progress. It also includes the implementation of employee development program and the rewarding of higher achievers in the management.

The performance management process starts with the joining and assigning of new duties and responsibilities, it ends when the employee quits the duties or the organization (Moorman, 1997 pp 91). It can be considered as a systematic process through which the overall performance of the organization can be improved. The performance management program focuses on individual performance with a defined team framework.

It promotes superior performances in the organization, since the roles are well defined, expectations are communicated and benchmarks are designed that are achievable (Venkatraman, 1990 pp 19). Performance management is an art through which strategic and integrated approach is used for delivering success in the organization, this is done by improving on the performance and developing the overall capability of the individual and team.

Constraints in the implementation of the Performance Management

Performance management is a system through which everything is streamlined. This is because it works to promote efficiency in the organization (Venkatraman, 1990 pp 19). It promotes the productivity of worker on both individual and Group level. This system is good for hard workers, whereas it punishes the poor performers. Other several issues are linked to the performance management system. So keeping the above issues in view, the performance management system faces many issues during its implementation. One of them is the resistance from the incompetent lower or higher management (Taticchi, 2010 pp 172). They oppose the system because once the system is implemented their power will be lost. The other problem faced during the implementation phase of performance management is the delegation of authorities. Managers gets extra job appraising the workers, this results in loss of time for them. Lastly, people oppose this system due the problem of biasness in the appraisal system (Walker, 1987 pp 16). Thus, if these problems are addresses than without distraction this system can be implemented.

Strengths and weakness of Performance management

Everything has its pro and con, same is the case with the performance management system. It has its negative and positive impact on both the productivity of the workers and the overall organizational environment (Hurley, 1998 pp 43). They are as following

Advantages

The mangers are busy in day-to-day activities, thus they do not get the necessary time to interact with their sub-ordinates for coaching and for performance feedback, and thus performance management is a tool that forces the mangers to take feedbacks from the workers by meeting them (Moorman, 1997 pp 91). Performance management encourages employee good works thus it raises there ...