Performance Management and Appraisal

Topics: Human resource management, Management, Performance appraisal Pages: 19 (5821 words) Published: March 31, 2011
Performance management
“A process that consolidates Goal setting, Performance Appraisal, Development of a common system the aim of which is to ensure that employee performance is supporting the company's strategic aims.”

Performance management (PM) includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. The field of performance management can comprise two separate types of management. In one aspect of performance management, an analyst may view the performance of a company as a whole, and also evaluate the effectiveness of the managers and heads of companies in reaching goals. In another sense, performance management may be a system of evaluating employees to help them reach reasonable goals and thus ensure that the company performs better. This discussion will focus on the latter definition. Performance management of individual employees differs. It generally includes the following: planning work, setting goals, offering feedback and reviews, offering opportunities to learn more in one’s field, and rewarding employees who perform well. What is performance?

Performance is essentially what an employee does or does not do common elements to performance Quality of output, Quantity of output, Timeliness of output, Presence at work, Cooperativeness

Factors That Influence Employee Performance

A number of factors can influence your employees' performance in the workplace. Employees may feel negatively influenced because of micromanaging by their supervisors or miserly budget restrictions. Conversely, employees will most likely feel inspired and otherwise positively influenced by top quality equipment and a supervisor's approachable management style. Regardless of the field or industry in which they work, the factors influencing employee performance and morale are very much the same. It has often been said that a corporation is only as good as its employees. That might explain why research by talent management firm Bersin & Associates reveals that 40 percent of United States-based corporations claim that driving a performance-based culture is one of their top three talent strategies. Several factors impact employee motivation and performance, and they encompass much more than the numbers on a paycheck. Following are the few factors which influence employee performance: Equipment & Supplies

The quality and quantity of your workplace equipment and supplies can have a direct influence on employee performance. Not all companies can afford top-of-the-line computers, copiers, printers and expensive Internet-ready phones, but keeping equipment and software up-to-date goes a long way in positive employee influence. And making sure employees have all the office supplies they need to do their jobs efficiently is a necessity. Work Environment

Your office space must have quality lighting, good temperature controls and proper ventilation not only for employee morale but also for their health. Broken or malfunctioning light fixtures are not only annoying, but poor lighting can also damage employee eye health. Poor climate controls can also cause employees to become too chilled or deal with a heat-related illness. And proper ventilation is perhaps the most critical piece of the office environment as poor ventilation not only can make employees ill, it could also break local ordinances, as most municipalities have some sort of environmental laws regarding proper ventilation. Important Projects

Every employee wants to know his work matters. Always pawning off the tedious or menial jobs on the same person day in and day out will certainly not help the person's performance or morale. Allow everyone in your office to work on a project involving teamwork with interesting research and...

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