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The researcher states that in the current day context, human resources management practices which deal with the management of the workforce in a company have experienced the dramatic shift. Performance feedback is essential for the evaluating and analyzing the performance of the employees in an organization. Every organization follows certain performance feedback processes to evaluate as well as encourage their employees among which the 360-degree feedback system has gained considerable importance. In performance feedback, the implication of Multi-Source Feedback programme, also known as 360 Degree is very popularly used nowadays. Garber stated that the 360-degree feedback system has gained popularity in these recent years. The main motive of the 60-degree feedback system is to enhance the efficiency of the human resources by providing them with feedback on their performances. However, the feedback provided to the employees through this system eradicate the chances to de-motivate or negatively motivate them hampering their contribution to the productivity of the organization. Rather, it emphasizes on encouraging them for better performance by identifying their weaknesses along with their strengths. Here, the main focus is on feedback not on evaluation. It also helps in developing the professional capabilities of employees further enabling them to communicate with the organization’s culture and values. 360-degree feedback assessment must be considered to be more valuable than a data collection programme as the system considers the utilization of the feedbacks obtained to enhance the performances of the employees. Heisler further suggested that 360-degree feedback assessment programme should be designed to measure the behaviors and characteristics of the employees with relation to the organizational strategies. The author also stated that the 360-degree feedback process must be supported by the employees as well as with the tools implemented by the organization for the analysis and interpretation of data collected through this system. Finally, he concluded by saying that the process should be supported by developmental planning for the participants.
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(“Performance Feedback, Performance Incentives and Rewards, and Employee Essay”, n.d.)
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(Performance Feedback, Performance Incentives and Rewards, and Employee Essay)
“Performance Feedback, Performance Incentives and Rewards, and Employee Essay”, n.d. https://studentshare.org/management/1391625-human-resource-management-practice.
The current study deals with an understanding of the capability of a performance appraisal system in influencing the employee performance within an organization. The focus of the study has been to understand whether there is a need to incorporate alternative measures within organizations to effectively influence organizational employees.
It takes care of the Nakheel’s talent which it needs to harness over a period of time. The process of performance appraisal brings together the individual and organizational development that is taking place within the organization. Nakheel looks forward to having the best possible partners which are there within the business operations and Kenexa makes it possible for it.
This research will begin with the statement that performance management is one area of HR which is most difficult to implement that is why probably it is called Achilles’ heel of human resource management. This is one area which is least appreciated by employees and a major source of dissatisfaction.
The researcher is determined to understand the contribution of employees’ motivational levels on individual and organizational performance; to increase the effect of employee motivation on individual performance and to clarify the differences/similarities in the effects of financial and non-financial rewards on organizational performance, so that an improved incentive system can be generated.
Today, performance feedback takes many forms in different organizations such as a traditional way of managers letting their subordinates know where have they been lacking or where did they perform exceptionally well, self-appraisals are common nowadays, what is gaining popularity nowadays is the 360 degrees performance feedback system.
Emphasis is paid on training and appraisals in order to motivate the employees so that they may be able to deliver the best to the organization. The world has now realized the importance of a satisfied and motivated employee at work and they no longer dwell in the historical practices of aristocracy in the organizations.
e company also requires its drivers to do everything even out of their normal duties to give clients the best travel experience in Austin and Texas (Limos of Austin, 2012). To ensure effectiveness of the business strategy, the performance management framework contains detailed
Performance appraisal system also can be used to improve the level of performance and to motivate the employees of the organization. The management decides the expected performance level at the beginning of any financial year and discloses that