Good Practices in Performance Management

It is none other than employees whose effective performance directs the organization clearly ahead of others (Smith cited in Armstrong and Baron 2005). The efficacy of an organization is seen as the contributions made and the value added by its employees towards the achievement of its objectives, which is measured through reviewing the performance of the employees (Nankervis and Compton 2006). Lansbury (1988) points out that the evaluation of the performance of the employees helps the organization identifying their performance strengths and weaknesses and thereby achieving the organizational goal through taking actions to develop their work performance. So, in order to be a successful organization, Managing Performance well has become a pre-requisite (Boxall and Purcell 2003). Continue reading

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The Significance of Training and Development in Performance Management

In order to smooth the progress of the job and to get performance precisely and effectively from the employees, there is no alternative for the organizations but to train them well (Buckley and Caple, 2007). According to Coulson-Thomas (1997), the rapidly changing nature of business environment requires organizations’ to make changes or fetch improvements in their acting, operating and learning styles and insists them to embrace Continue reading

The Significance of 360 Degree Appraisal in Performance Management

360 Degree Feedback is a system, which gives information regarding behaviors, competencies, performances, and relationships of the people working within an organization(CIPD, 2008). 360 degree feedback accumulates performance related data of the individual, groups and teams from a variety of sources (stakeholders), the feedback of which is used to evaluate their performance against the standards (Ward 1997). Continue reading

The Importance of Job Analysis in Performance Management

Job Analysis holds information relating to the different aspects of the jobs and it provides information regarding what activities to perform in a particular job, gives an indication how to perform them, the skills and responsibilities to assume in order to perform them well and its impact in achieving the individual and organizational performance expectations (Hong and Lin 1995; McCourt and Eldridge 2003). Continue reading