PERFORMANCE MANAGEMENT SYSTEM

Topics: Human resource management, Management, Steve Jobs Pages: 9 (2087 words) Published: August 6, 2015
PERFORMANCE MANAGEMENT SYSTEM:
Performance management system is used by the organization to drive behaviors from the employees to get specific outcome. Performance management began around 60 years back. “Employee performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning the organizational objective with the employees’ agreed measures, skills, competency requirements, development plans and the delivery of results.” (What is Employee performance Management? : People stream Human Capital Management, 2013) Performance Management is the word is use to describe the process set by the organization for the employees to make them aware about the level of performance expectation from them regarding their role and the individual as well as the overall organization objectives. (Performnace Management: Human Resource Institute of NZ, 2015) PERFORMANCE MANAGEMENT SYSTEM OF EXTERNAL BUSINESS:

External Business: Apple Inc.
About Apple Inc.: The Apple was established in the year 1967. The founder of the Apple inc. is Steve jobs, Steve Wozniak and Ronald Wayne. Apple has built its unique brand image in electronics field. Apple is an American Corporation which manufactures the computer hardware, Software and other electronics devices for the consumer. The headquarters of the company is located in Cupertino, California. The CEO and co- founder of the Apple Steve Jobs boasts 284 retail locations spanning 10 different countries of the world. (Dougherty, 2010) Performance Management system:

Performance Management helps the organization planning, measuring, monitoring and enhancing the performance on the different levels i.e. departmental, procedural, workforce, system or financial in order make the organization successful. In current scenario lot of companies in regardless of size, have performance management system sets in place. A good plan of performance management will lead to increase and align all organizational level. There are many ways in which different organization uses the performance management in different ways. (Chelniciuc, 2013) The following figure represents the Performance Management system of the Apple Inc,

Planning: Planning involves the different ways of using the scares resources such as time, money, energy in order to achieve the organizational objectives, it implies the settings clear cut objectives and give necessary training and incentives for achieving the objectives of the organization. Coaching: Coaching gives necessary support in achieving the organizational objectives such as good leadership practice, mentoring, and giving feedback timely, and provide support whenever needed. Apple uses Good leadership practice and mentoring for their employees. Apple also gives training to their employees and that includes the Training for business driven needs- Personal development category, General awareness education and Efficiency program. (Chelniciuc, 2013)

Appraisal: Appraisal involves the checking of individual performance and see whether the goals are achieved or not. Appraisal in apple is on going and tends to give feedback to the employees and also the person who is measuring the performance of an individual. Appraisal helps in identifying he shortage of skills needed in achieving the goals of the organization Apple uses two different type of Appraisal method to review individual performance. I.e. 360 degree assessment and peer assessment. The performances of individual were review annually. 1) 360 degree assessment: In this method employee assessment i.e. performance review done by his or her supervisor, peers, staff member, co-workers and customers. It is a multi-source feedback performance assessment tool which incorporates feedback from the all that observe and are affected by the performance of an individual in the organization. The following figure represents the same.

(360 performance appraisal,...
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