Performance management & Performance appraisal

Topics: Human resource management, Management, Human resources Pages: 7 (2155 words) Published: October 16, 2013
Nowadays, every company has their human resources department that plays a large part of an organizations and a key to affect business succeeds or not. There are two core threads of human resources department are individual and organizational learning, individual and organizational performance. Human resource management should possess a good management systems and framework; ensure human ability is all used to achieve organization goals. Include strategic human resources management, equal employment opportunity, staffing, talent management and development, total rewards, risk management and worker protection, employee and labor relations. The best organizations understand that managing human resources effectively involves more than focusing only on current employees. It requires a long-term perspective that is responsive to the concerns of current employees; potential future employees and recent employees no longer work for. At the same time, the organizations strive to manage employees effectually, face to many challenges, for instance manning teams, the multicultural workforce, globalization, ethics and corporate social responsibility and metros. Human resources department responsible to provide effectual performance management and system to assist the company is going smooth. Performance management

The purpose of performance management is one of the most important and positive developments, achievement of high performance by the organization, managing the business. This is the process of identifying, measuring, managing and developing the performance in an organization. There are showing how well employees perform and finally improve performance level. The further explain that create strategic, integrated process, develop a culture of constantly success to organizations by improving the performance of the people who work in them and by developing the capabilities of individual contributors and teams (Cardy & Leonard , 2011). The development of individuals with competence and commitment, working towards to shared meaningful objectives within an organization that supports the achievement. When the direction is correctly, performance management is a systematic analysis and measurement of workers performance. Also it is a critical and necessary component for individual and organizational effectiveness. When manage a group of workers or others, report the feedback to boss. It must be a process needed for improvement to occur. In performance management, it is getting the right workers into the production line or suitable staff into the system in a very important part of the overall process (Bergstedt, 2010). Performance appraisal

Performance appraisal are part of a performance management system, it is ongoing process of evaluating and reviews of employee performance over time. Provide an opportunity for formal communication between management and the employees, concerning each employee what performing on organization. Create two-way interaction between people. It is a good opportunity and let employee express what their comment to bosses is. Open lines of communication throughout the year help to make effective working relationships. Allow management to make decisions about employees within the organization from this communication. Appraisals to make evaluative decisions concerning the workforce including pay raises, promotions, demotions, training, and development and so on. It cans measures skills and realization with reasonable accuracy and uniformity. The management can depend on this reliable information for making strategic planning, may enhance productivity for the firm as well. It provides a way to help identify areas for performance enhancement and to help promote professional growth. Each employee is entitled to a thoughtful and careful appraisal (Harzing, Pinnington, 2011, p.20-28). The success of the process depends on the supervisor's willingness to complete a constructive and objective appraisal...
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