The organization I work
is a leading multinational company in the educational business. With the
increase of the attention of administrative management, Organization HR
Division plays a more important role in the Employee performance management
system. Currently, origination adapted the process of plan, manage and reward
on performance by overseeing the entire process of performance management such
as setting goals, checking feedback, and evaluating the performance of the
company's productivity.
Organization work with
the position that believes employees are the resources and assets of the
company. The organization practiced strategies for supporting, measuring,
developing and appraising employee performance.
As identified by organization
they use following influences on Employee performance management.
- valuate the relevant literature about the performance management system and employee performance, also the relationship between them.
- analysis performance management system indicators and their link to employee performance based on company goals.
- find out the characteristics of the relationship between the performance management system and employee performance, and to make a conclusion, also to develop a set of recommendations.
The
organization practised various appraisal methodology to appraise the employee
and it will maintain constant interaction with team leaders and managers. Once
employees meet their expectation they were acknowledged and motivated through a
rewarding process, end of each appraisal there is a feedback form that needs to
fill by the employees in this form employees can evaluate themself and give the
feedback whether they have fair process followed.
Suggesting method for improvement.
Use an Automated System to Generate
a Constant Feedback Loop
Current state, to exchange performance feedback constantly,
communication is carried out weekly basis with employees. As part of this communication one-on-one
meetings are carrying. Automating weekly employee progress reports will save
time and keep the lines of communication open.
By using employee progress reports, managers can inquire
about weekly wins, potential obstacles, and any pressing issues employees may
face. This allows to take a performance snapshot every week, and employee can
provide your comments for their reports to provide actionable feedback in
real-time.
Use performance management an
opening for performance coaching
Use of role of human resources in the performance
management process is not just to correct poor performance or to focus on
reviewing salaries. The organisation can be direct to a more holistic approach.
Instead of building an
employee performance management method throughout correcting poor performance,
it's better to let it take the form of coaching opportunities. In addition, ensuring
performance management meetings and conversations becomes a regular activity.
They will be more engaged, and employees will start looking forward to them.
Finally,It can be concluded that the Organizations that have enforced a performance management system, perform each financially and non-financially higher than organizations that are not using any performance management system(Radu,2009).
ReplyDeleteWaal and André, (2002) describe, As most practicing managers know, metrics drive management behavior, especially when the reward system is strengthened. But few organizations understand the importance of this connection and holistically deal with them. This means establishing a new management structure while establishing a new management structure and redefining the boundaries of responsibility.
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