Human Resource Management - Term Paper Example

The organization chosen for the study will be IBM. Performance Management performance management can be described as a human resource strategy, which covers non-job precise behaviors such as ‘cooperation’ ‘dedication’ ‘enthusiasm’ and ‘persistence’ and is differentiated from task performance covering job-specific behaviors (Borman and Motowidlo 71-98). As Fletcher (91) mentions, contextual performance is concerned with the attributes which set off further than task proficiency and that encourage behaviors that boost the efficiency of the organization.

Hence performance is regarded as behavior, in which the organizations, teams and individuals execute their work. Campbell (690-710) suggests that performance is such a behavior that needs to be differentiated from the results. An additional broader analysis of performance is attained if it is described as taking up both behavior and outcomes. Performance management can be a factor impacting behaviors and results together. Behaviors originate from the performer and alter performance from idea to action.

Performance management can be described as an important practice that concerns with overall attitude of the employees towards the organization. It replicates the perspective one has for performance and it contains secondary procedures like: policy description, plan implementation, training and performance measurement. Consequently performance measurement is a secondary procedure of performance management which is the focal point of classification and communique of performance outcomes determined by performance beacons.

Performance management is concerned with the action taken based on the results whilst performance measurement deals with evaluation of results, at the same time as performance management is related with taking action depending on the outcomes of the assessment and making certain that the objective outcomes are accomplished. Performance management can also be characterized as being associated with a “future orientation” based on the inputs and output exerted an organization or individual. Performance management is becoming an important aspect of the organizations to manage the performance of their employees and keep them motivated for the achievement of their goals resulting in the achievement of overall organizational goals (Brumback 168-170).

It can be seen that there is major difference between the performance management practices in private and public sector organizations in most parts of the world but nevertheless it is important for every organization to continuously improve their practices because these practices have a greater influence on the motivation of the employees. These differences in practice are subject to the working and control system being implemented in different sectors. Finally, it is the need of the hour for the organization, to keep their employees motivated intrinsically through the performance management practices because in this downturn economic time, it is getting important for the organizations to motivate employees other than extrinsic factors.

Critical incident method is used by the current organization for the