Professional Documents
Culture Documents
Answer
In broader view, an organizational goal can only be achieved with the people in the organization
aligning their goals to them. The individuals goal often relates to the improvement of skills
and knowledge he possess. If the individuals knowledge and skills can be improved through
motivation or training or any other methods, the organizational performance increases and
easier to attain the goal. The tough task is to make the employee understand the needs of his
own self. A successful performance management is
Where the employees interests are understood by the employer and renders his helping
hand to develop employees career as well as his performance and
The employee understanding the requirements of the organization, cooperating and
accepting the helping hand of employer to increase his performance levels and thus also
his self.
Performance management can bring quality and effectiveness only when certain basic and
fundamental principles are followed. These include:
Transparency
The system should be transparent, free from partiality, bias and discrimination among the
employees. If not, the base of the system itself will not be strong to build anything above that.
For example, work allocation, promotions, transfers, incentives, and bonus if based on
Performance management, then the system should be transparent and gives no room for
employees to complaint.
Employee Empowerment
Participative and empowered employees take the responsibility well. They develop the
belongingness towards the organisation. Recognizing and rewarding the employees brings
them together to work and achieve.
Amicable Workplace
A work environment which attracts the employee rather than expecting the week end to be
away from the workplace is the principle. The workplace should be congenial, warm and
amicable to the employees. This helps in improving the quality of work life and balancing the
work life.
Characteristics of Performance Management
Planning
A well planned act is half done by itself. Planning in detail the
Availability of human resources
Optimum utilization of resources
Proper placement of employees
Output needed to meet with the organizational goals
Output needed from each individual employee
Training needs
Motivation and rewards will be the major helping guide to achieve the expected result.
Leadership
The leadership plays an important role in the performance management system. Even though
the system will try to put the people in the places of improvement, it comes to a point where
the inner will of the employee will be the deciding authority to move on or not to move on.
Leadership is a simple solution, which can influence the followers, the employees, out of sheer
respect, love, obedience, gratitude or adoration whatever we may name it, which can
influence the employee to decide on the positive side. The pull and charisma of the leader is
very important to implement a system of performance management.
All the above should be considered with due weight age and all the above should be carefully
handled in cases of non-accomplishment of the tasks.
Answer
Performance Planning
Performance planning is the first crucial component of any performance management system.
It is a mutual understanding over discussion between the reporting officer and the employee.
The employee decides upon the targets and key performance areas which can be performed
over the given period. The standards are set on the agreement of both superior and the
employee.
Performance Period
During the period of performance, the employee and the superior faces with ups and downs of
accomplishing certain tasks, and may not able to complete specific ones. Employee is
encouraged and motivated by the superior to finish his task. Performance monitoring is
maintained by the superior and the journal of work is maintained by the employee for a better
review.
As the next step, the employer or the appraiser provides ratings to the appraisee, the one who
is appraised.
The entire process of review takes an active turn when both the employee and the superior
discuss together the causes for gaps in the performance and how to bridge them effectively.
On the other hand, the evaluation may be used to identify the strong areas or key performance
areas of the employee, and help him to be an expert, a master in that area.
Hence, this is the stage where the employee gets knowledge about the areas of improvements
and also whether he is contributing the expected level of performance or not. When the
employee gets a transparent feedback, he feels confident to face with his flaws, as there is no
more need to hide them from his superior.
In this stage, the superior has to take all the possible steps to ensure that the employee meets
the expected outcomes through personal counseling, mentoring, and training and development
programmes.
Rewarding Good Performance
This step is to keep the fire alive. There is an old saying that once you reach the destination,
the motivation to walk disappears. So, to keep walking, we should fix another destination and
move on. Is it not? The same way, when an employee achieves his fixed targets for the period,
he feels contended and happy. Next? The same target? Ok. He may do, but the enthusiasm
would be missing. Hence, demotivation.
To keep him motivated, rewarding helps. When the employee is publicly recognized for his
good performance, it directly influences on the self-esteem and he will become achievement
oriented. Also, the contribution duly recognized by the organization helps and employee in
coping up with any other failures and satisfies his need for affection and affiliation.