We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Performance Management, Emotional Intelligence and Its Strategic Importance in HRM - Essay Example

Comments (0) Cite this document
Performance Management, Emotional Intelligence and Its Strategic Importance in HRM (Name) (Institution) (Course) (Tutor) (Date) Introduction Performance management is a human resources management tool used to implement employee appraisal and development (Goleman, Boyatzis and McKee2002)…
Download full paperFile format: .doc, available for editing
Polish This Essay91.3% of users find it useful
Performance Management, Emotional Intelligence and Its Strategic Importance in HRM
Read TextPreview

Extract of sample
"Performance Management, Emotional Intelligence and Its Strategic Importance in HRM"

Download file to see previous pages It seeks to answer the question of how an effective performance management system can be implemented to maximise employee productivity and development (Shaw 1995). Emotional intelligence is increasingly finding its place in the corporate or organisational structure. This is because it provides a new way to understand and assess people’s behaviour, management style, attitudes, interpersonal skills and potential. This essay will also unravel the forms of emotional intelligence and how they can be employed by HR professionals in planning, job profiling, recruitment, and customer relations. Performance management and its strategic importance in HRM Performance management is maximising individual or/team performance to achieve a motivated workforce ready to scale the highest heights resulting in high quality output (Goleman, Boyatzis and McKee2002). Performance management is an essential tool for top performing organisations and organisations aiming for the top. Ideally, a performance management system should be designed to suit the needs of a particular organisation. It should support pay, promotion, employee development, recruitment and reduction in force within the hierarchy system. Overloading the system with too many objectives will make it choke and lose focus. The choice of a performance management system should be determined by the business needs, organisational culture, and its integration with other human resources management systems. For example, it is recommended that an organisation should devise distinct systems of performance management for decision making and performance management for employee development to avoid conflict of interest. A performance management system for decision making uses appraisal information as a basis for pay increment, promotions, transfers, reduction in force or any other administrative human resource decision (Goleman, Boyatzis and McKee2002). On the other hand, a performance management system for development uses appraisal information as a guide in training, job experience and capacity, mentoring or any other employee development activity aimed at improving employee productivity. This is especially the case in employee rating as different rating systems grade the employee differently depending on the system. Generally, ratings for decision making are more lenient compared to ratings for development which vary with employee strength and development needs. Further illustration of the disparity in the two systems is reflected during evaluation of employees ratings in order to make reward decisions, where individual employees are supposed to give development feedback, they tend to be reticent to discuss their development needs so as not to jeopardise potential rewards and opportunities (Condly and Stolovitch 2003). An effective performance management system should have a well articulated process for accomplishing evaluation activities with well defined timelines for managers and employees, and all employees should be treated in a fair and equitable manner. The main stages of a performance management system are a revolving mechanism of performance planning, ongoing feedback, employee input, performance evaluation and performance review. At the beginning of a performance management cycle, employee performance expectations should be reviewed with a focus on their behaviour and what are expected to deliver in the next cycle. Behaviour reflects how an employee does a job. The focus is on ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Performance Management, Emotional Intelligence and Its Strategic Essay”, n.d.)
Retrieved from https://studentshare.org/business/1402982-performance-management-emotional-intelligence
(Performance Management, Emotional Intelligence and Its Strategic Essay)
“Performance Management, Emotional Intelligence and Its Strategic Essay”, n.d. https://studentshare.org/business/1402982-performance-management-emotional-intelligence.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document
Rethinking Performance Management
This essay discusses the international market in the scope of innovation and entrepreneurship. The international entrepreneurs face challenges in participating in the international market.
12 Pages(3000 words)Essay
Human Resources Management
The roles of HRM………………………………………………………………….... The recruitment process…………………………………………………………….. Conclusion…………………………………………………………………………….
9 Pages(2250 words)Essay
Emotional Intelligence
The concept of emotional intelligence is tied around the ability to be aware and express emotions; moreover, it is the ability to be aware of other people’s feelings, establish interpersonal relationships and the ability to manage and regulate emotions.
5 Pages(1250 words)Essay
HRM Portfolio: Case Study Review Questions
The short-term job rotation, though insufficient for raising motivation by those involved in the process, is a hard approach to HRM which, according to Storey (2001) is about ensuring proper alignment of human capital to strategic goals, emphasizing more focus on management of human capital rather than on coaching or similar development models.
6 Pages(1500 words)Essay
Emotional Intelligence
According to research, its significance comes in because individuals perform in different levels based on the difference in their intelligences. Cherniss (112) points out that people with low levels of emotional intelligence perform poorly in the areas of self-control and social relations as compared to ones with a high one.
3 Pages(750 words)Essay
The Importance of Strategic Management and its Key Elements
It is often asserted that the modern environment is so complex that it is impossible to capture reality with the aid of any formal model. Strategic management is a process geared at detecting environmental threats and turning them into opportunities. Thompson & Martin (2005) state that strategy is the process of deciding how to best position the organization in its competitive environment in order to achieve and sustain competitive advantage, profitably.
8 Pages(2000 words)Essay
Assess the extent to which the practice of people management has changed in the switch from personnel management to human resource management
nesses adopted a customer-focused approach, it was increasingly being realized that people and their knowledge were the only source of competitive advantage (Alagse, n.d.). People started banking on employees’ domain knowledge for developing innovative new products and
6 Pages(1500 words)Essay
Emotional Intelligence
The emotional intelligence may help us to create social competencies in our personality which definitely helps us to understand other people in a good way. If we can understand others
10 Pages(2500 words)Essay
Strategic Management of Human Resources
Therefore, for Grant Pharmaceuticals to realise the best potential of its employees, there is a need to adhere to employee engagement strategies, which would motivate the employees to go the
6 Pages(1500 words)Essay
Emotional intelligence and its role in leading, performance and wellbeing 2211
when the famous psychologist Daniel Goleman had launched his book, ‘Emotional Intelligence: Why It Can Matter More Than IQ’, where a number of concepts relating to emotional intelligence has been discussed (Goleman, 2006). Emotional intelligence being a cognitive aspect is
10 Pages(2500 words)Essay
Let us find you another Essay on topic Performance Management, Emotional Intelligence and Its Strategic Importance in HRM for FREE!
Contact us:
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us