People, Functions and Organizations have changed over period of time and have learnt a lot about leadership role, supervisors effectiveness, human productivity, employee job and motivation and support required with respect to performance management. This has led to the evolution of performance management as a process i-e is more efficient and effective. New models have come up, these models incorporate numerous human resource management theoretical frameworks, for instance motivation,
People, Functions and Organizations have changed over period of time and have learnt a lot about leadership role, supervisors effectiveness, human productivity, employee job and motivation and support required with respect to performance management. This has led to the evolution of performance management as a process i-e is more efficient and effective. New models have come up, these models incorporate numerous human resource management theoretical frameworks, for instance motivation, engagement and commitment, goal orientation, coaching, rewards and feedback. Performance Management techniques are applied at Organizational Level, Departmental Level and Individual Level.
Improving Performance Management at Organizational Level
At Organizational Level the objective is to attain strategic objectives of the business organization. The most common of the goals that organization set for themselves include Increasing products/services sales, enhancing customer satisfaction, creating an upsurge in community involvement, better competitive advantage and brand value.
Department (Business Process) Level
Departments or business functions do not work in isolation, they all interact, coordination, communicate and aid each other in work activities. Different business processes interact with each other and require support to be fulfilled to the optimum level. for instance Admission, Exam, Finance, Admin, and Registrar section of a University will have to coordinate effectively and efficiently with each other so to carryout activities in a timely and coordinated manner. It is important that goals are established for each process, function, and department collectively as it would aid in establishing a direction where the business would like to head and helps the organization meet the needs and expectations of its internal and external stakeholders.
Improving Performance Management at Individual Level
Employee are the backbone of the business organization, they are the ones entrusted with the responsibility to execute the activities and responsibilities that are essential for meeting individual, functional, and business needs. A Business might be the best that exists in its field but if the actual ground level performers are unable to execute the tasks efficiently and effectively, both the quality of work and output are negatively affected. To cater for these issues business need to create conditions that can create an engaged and committed workforce that helps in quality products and services,
Individuals are at the center of what the organizations do. The following steps identified focus on individuals. It is suggested an enhanced performance management system that consists of the following eleven steps.
- Identification of the needs and expectations of the stakeholders.
- Creating a link between Business Strategies and the individual’s job.
- Provision of adequate resources to the individuals so they can effectively and efficiently carryout their duties.
- Establishment of preliminary job-related performance goals
- Recruitment, and Selection shall be based on strategic priorities with qualified performers selected.
- Formation of employee-specific performance goals
- Design and Develop performance standards and expectations
- Coach employee and provide constant feedback to improve performance.
- Carryout evaluation focused on development
- Create performance growth and development plans
- Individual goals, growth, and development shall be linked to compensation and rewards
Bibliography
Ann Gilley, A., Gilley, J., Quatro, S and Dixon, P. (2009). The Praeger Handbook of Human Resource Management. Praeger: USA
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