HUMAN RESOURCE MANAGEMENT

Develop Performance Management Strategies

Develop Performance Management Strategies

Introduction

Improving the management of work performance and in particular members of management in organizations today is a challenge, since not only is one way to achieve progress towards excellence of a product but also the economy and society in general.

Corresponding to the above, this paper addresses the management of job performance, for which sets out their main features, proposed models and the description of the contents of the phases that compose it.

A distinctive feature of modern society, is the accelerated pace of change, which produces the appropriate knowledge, skills, attitudes which requires the members of the institutions not only the corresponding adaptation of the same, but the anticipation of these changes relating to performance management. Finally, when this rate exceeds the rate at which organizations face new circumstances, established management systems are obsolete and can become a barrier that threatens the survival and development of the organization. Avoiding this is an essential task for the management team of the same.

In this context, the staff must be oriented so that they can assimilate the new requirements with a future projection, quality and customer orientation.

This requires the development of the human factor with the competencies required level of performance demanded by organizational expectations expressed in the objectives and also meets the requirements of the processes taking place in the state. Corresponding to the above, this paper addresses the management of job performance, for which sets out their main features, proposed models and the description of the contents of the phases that compose it (Stroh, 2001, 1-8).

Development

The performance of organizational members is one of the cornerstones to achieve the effectiveness and success of these, which is why there is a constant concern of the institutions to improve management systems that underpin it.

Performance is defined according to Garcia (2001), as those 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.

The International Standard 3000:2007, meanwhile, defines job performance, from two angles: the appropriate labor and higher labor, conceptualizing the latter as job performance and superior performance of the worker, with high economic and social impact, this future and identified the skills required for their position. This performance corresponds to strategic behavior, i.e. the powers to achieve the strategy of the organization.

Moreover, regarding the term management, there is currently some uncertainty among the management terms, management and administration, which has largely been driven by problems in translation and practical application to them are given. Management comes from the Latin meaning on is warehouse design, generate action verb meaning and effect or action means to manage, or run errands that lead to the achievement of a business or want any, in this context is increasingly also common to find the word management and derived from this: manager and management. The NC ISO 9000:2001: in turn defines the term as: coordinated activities to ...