Effective Employee Performance

Topics: Performance management, Performing arts, Performance Pages: 3 (824 words) Published: December 10, 2013
Effective employee performance management is important in order to maximize efficiency. In order to perform at the highest-level task support, feedback, knowledge and skills are important factors. If the performer has the knowledge and skills to complete a task it is important to specify what needs to be done and provide them with the necessary resources and procedures to keep the workflow. Performance management is very important when developing and building an organization. It’s a way to weed out the performers who are not able to move forward. Moreover, by being able to target performers who are able to go above and beyond; performance management will help guide the performer towards those goals by assessing what is tools and training is needed in order to achieve the organizational goals.

Task Support
Heathfield (2007) explains, “performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities” (p. 8). The concept of maximum performance outcome relies on the performer being able to easily identify with the procedures. There must be resources available, procedures in place, and a system that is easy to follow. Schanie and Kemper (2008) explain, “creating strategic alignment requires that the mission, values, strategic plan and goals of the organization be communicated and ultimately converted into objectives at each organizational chart level, so every manager and individual contributor is clear regarding personal performance expectations” (p. 9). By clearly identifying the organizational expectations performers are able to rise above their own level of thinking to a higher level of performance. It is hard to visualize higher expectations unless they are created and explained in a simplistic way. Task support is an important element when managing performance because it allows the performer to enter into a task performance cycle of...

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Neary, D. (2002). Creating a company-wide, on-line, performance management system: A case study at TRW Inc. Human Resource Management, 41(4), 491. doi:10.1002/hrm.10056.
Schanie, C. F., & Kemper, J. E. (2008). Total performance development systems: Blueprints for building and sustaining organizational excellence. CUPA-HR Journal, 59(1), 8-16.
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