Literature Review on Performance Management - Essay Example

[Literature Review on Performance Management] Performance Management to Manage Quality in Big Organisation In today’s fast paced economy every other organization whether it is big or small has shifted their attention towards introducing procedures for measuring performance which will indirectly benefit them in increasing their profitability. Hence in order to attain this primary goal the management is required to stay focused for accomplishing their goals. Additionally they are also required to make sure that their employees are devoting their attention and efforts for driving organizational success.

That is the reason where performance management is required for assessing behaviours and activities of employees against quality standards. The major impact of performance management is attained when it can successfully engage employees in their work. Once employees are truly committed and focused they can engage productively in their work hence they will be able to explore opportunities for capitalizing their strengths for receiving appropriate support and feedback. Once their work is regarded as motivating the organization can make use of these additional points for leveraging their power and engaging their employees on promoting the business strategy (Bernthal, Rogers, & Smith, 2003).

Performance management provides a mechanism for increasing employee engagement and focusing the attention of employees on strategic business units. Performance management programs are designed to present unique method for continuous feedback and growth which is regarded as a critical element of engagement. Once goals are identified managers and employees can easily keep a track of their progress and make sure that their performance stay aligned with goals and varying working conditions. It is also required to have continuous feedback which will facilitate performance by assisting employees in re-focusing their behaviours when they feel a diversion in their focus.

Organizations require having performance management and quality checking programs for having a specific feedback relative to their pre-defined goals. Once the defined goals and targets are achieved new performance goals can be designed for leveraging employee strengths and providing them with opportunities for addressing developmental or career related goals. For managing quality organization determines job competencies by identifying skills of competent persons and making quality decisions in knowledge related areas which are essential for success in specific roles.

Moreover several companies are incorporating job and organizational competencies in their performance management systems. The efficient and well designed and quality based performance management system is the one which is consistent in use throughout the organization and securely integrated with other system and requires senior management involvement and an association to organizational strategy (Smither & London, 2009). Performance Management to Manage Quality In Educational Organisation Performance measures for school authority, plans and results are designed in a manner that it should provide information about achievement of outcomes on significant aspects of the educational organization.

Information gathering and presentation is considered as the significant part of accountability which allows organization for assessing reporting the progress. It also outlines what is being followed, executed and which aspects require improvement. Moreover it also requires determining priorities for making improvements and setting targets for achieving those objectives. Hence it is required to make program and budget decisions for maintaining performance and improve performance areas which require upgrading.

It is also required to maintain quantifiable information on key aspects of education and generating quantitative results through surveys, data analysis, interviews, observations and portfolio reviews (Education, 2012). Education and learning are related to educational organizational understanding of changes. These changes are internal and external based on the environment and the links provided between these components. Whether these are quantitative or qualitative, these procedures must exhibit observable change.

For having significant educational performance management it is required to measure information which must first be obtained regularly such as monthly, quarterly or annually and is usually expressed in percentages, ratios or numbers in relation to a total. Performance management and quality of work is determined in an educational organization when employees also feel a sense of ownership about the place where they are working. Further it also involves planning the phases of execution properly before defining the measures required for success.

It is evident that when performance can be achieved by mutual working of the employees and determining the roles of every individual strategically. When employees are not able to control the directions of their defined plans they will lost in their daily functions and this all will make their performance measures unreasonable or unrealistic. Their lack of buy-in can to a great extent decrease the effectiveness of the educational system (Ho, Higson, Dey, & Xiaowei Xu, 2009). Performance Management to Manage Quality In Preschool Education The major performance goal which is required to be fulfilled in Pre-School Education system is to identify key area where employees and teachers have performed especially well or areas where they lack quality of work.

Once identified managers can utilize this information for creating developmental plans for removing weaknesses and cultivating more on strengths or preparing employees for battling with future endeavours. The existence of developmental plan was required for practicing more precisely on predictive overall system effectiveness. The management of preschool education requires managing and motivating the preschool team and training new employees and providing them with ongoing training for all preschool staff.

This all requires coordinating the preschool schedule and field trip schedules and maintaining a quality check on all activities. The existence of a development plan is the major procedure which requires strong presence of overall system effectiveness. The pre-school staff and employees want to recognize more about their achievements and obtained objectives. Along with all this they also want to make out how they can develop and prepare themselves for future tests. The current shift in performance management of preschool education has evolved as a result of the shift in education system, knowledge and the economy (Ailwood, 2002).

References Ailwood, J. (2002). Governing preschool: producing and managing preschool education in Queensland government . Retrieved June 4, 2013, from library.uq.edu.au: http://espace.library.uq.edu.au/eserv/UQ:204511/THE17215a.pdf Bernthal, P. R., Rogers, R. W., & Smith, A. B. (2003). MANAGING PERFORMANCE: Building Accountability for Organizational Success. HR Benchmark Group , 5-36. Education, A. (2012). Performance Measurement in Education. Retrieved June 4, 2013, from education.alberta.ca: http://education.alberta.ca/media/442973/PerformanceMeasurementInEducation.pdf Ho, W., Higson, H. E., Dey, P. K., & Xiaowei Xu, R. B. (2009).

Measuring performance of virtual learning environment system in higher education. Quality Assurance in Education , 6-29. Smither, J. W., & London, M. (2009 ). Performance Management: Putting Research into Action. John Wiley & Sons.