Performance Management Issues
Performance Management Issues
BUS681: Compensation and Benefits
October 24, 2011
Abstract
This research paper is based on the development and implementation of completely integrated performance management system. The organizations are enjoying many benefits by implementing the performance management system. It has helped in improving the productivity of employees in most of the organizations. It is to be understood that apart from advantages, the system also carries some disadvantages. It is time consuming and there are chances of biases entering into the system.
Performance Management Issues
Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its employees, so that the organization can achieve desired results. The performance management in an organization includes proper planning of work and setting expectations to be achieved. In addition to this, the performance management also consists of monitoring performance of employees and training them, so that they can improve their performance and reward employees who perform exceptionally well.
Types of Performance Management Plans
Planning can be on organizational level. The most prominent types of performance management plans are strategic and administrative plans. The plans established on organizational level are called as Strategic Plans. Whereas, the plans established for a department or area of the firm are said to be administrative plans.
Strategic planning is concerned with long range planning. It also often involves plans which relate to how the design firm reacts to the outside environment to the local business community, the economy, and other external influences. Strategic planning focuses on where the design firm sees itself in the future.
Administrative plans relate to the internal need and pressures on the design firm. Administrative plans are most concerned with the organization of a firm 's resources; how they are
BUS681: Compensation and Benefits
October 24, 2011
Abstract
This research paper is based on the development and implementation of completely integrated performance management system. The organizations are enjoying many benefits by implementing the performance management system. It has helped in improving the productivity of employees in most of the organizations. It is to be understood that apart from advantages, the system also carries some disadvantages. It is time consuming and there are chances of biases entering into the system.
Performance Management Issues
Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its employees, so that the organization can achieve desired results. The performance management in an organization includes proper planning of work and setting expectations to be achieved. In addition to this, the performance management also consists of monitoring performance of employees and training them, so that they can improve their performance and reward employees who perform exceptionally well.
Types of Performance Management Plans
Planning can be on organizational level. The most prominent types of performance management plans are strategic and administrative plans. The plans established on organizational level are called as Strategic Plans. Whereas, the plans established for a department or area of the firm are said to be administrative plans.
Strategic planning is concerned with long range planning. It also often involves plans which relate to how the design firm reacts to the outside environment to the local business community, the economy, and other external influences. Strategic planning focuses on where the design firm sees itself in the future.
Administrative plans relate to the internal need and pressures on the design firm. Administrative plans are most concerned with the organization of a firm 's resources; how they are
References: Manzoor, Q. (2012). Impact of Employees Motivation on Organizational Effectiveness. Business Management and Strategy, 3(1), 1-12. Retrieved October 23, 2011, from ABI/INFORM Global. (Document ID: 2485742121). Martocchio, J.J. (2011) Strategic compensation: A human resource management approach (6th Edition). Upper Saddle River, NJ: Prentice Hall. Wilson, T. B. (1995, December). Innovative Reward Systems for the Changing Workplace. Retrieved October 20, 2011, from Performance Management: http://www.opm.gov/perform/articles/026.asp