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Performance Management - Presumptions and Reality

April 05, 2012 | Comments: 0 | Views: 99

Performance management is no longer a cutting-edge HR function, being exclusively tapped by pioneers, it is a workable path, toward improving organizational performance. Managing employee performance facilitates the valuable delivery of strategic and operational objectives. There is an instant and clear correlation between performance management and improved business and organizational results. Organizations that don't want to be left behind, must identify, adopt, and invest in performance administration because alternatives to performance administration are not very attractive.

Performance management (PM) includes all actions, ensuring that organizational goals are constantly being met in an effective manner. This human Resource function focuses 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. PM ropes two objectives, to evaluate the past and to plan the future. After putting its human resource policies into scanner, organizations can build a culture that breeds innovation, enabling employees and clients to achieve their highest potential.

PM documents the quality of employee performance and results, communicating decisions regarding salary increases, promotions and so on. It also includes discussing employee performance to set plans for improvement. Ever since the vast majority of organizations formally review employee performance once a year, managers try to achieve both objectives in one meeting. When PM is an annual event, it becomes an annual failure sometimes. In spite of best intentions to discuss past performance and plan the future, managers discover themselves delivering the annual report card and defending the scores that employees object to. Furthermore, 360-degree feedback methods, where employees receive feedback not only from their bosses, but also from co-workers, customers and staff, are already being questioned because of co-workers overwhelming scores.

For employee PM, nowadays, using integrated software, rather than a spreadsheet based recording system is discovered as an effective tool to deliver a noteworthy return on investment through direct and indirect sales benefits, operational efficiency gains. Dealing with a team member that is performing below expectations is always challenging. You have a responsibility to take swift action when there are concerns regarding performance. The decisions and actions that you make regarding problem performance must take into account established expectations, the individual or team's circumstances.

The manner, in which a performance concern is dealt with, must be reviewed by HR Strategist and senior management together. It is imperative to keep People Strategist informed at an early stage of any performance issues or discussions.

The Article is also published on writer's blog.

Source: EzineArticles
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