The General Performance Management - Example

Institution : xxxxxxxxxxx Title : Performance Management Tutor : xxxxxxxxxxx Course : xxxxxxxxxxx @2010 Introduction The general performance management of any organization concerns all activities which takes place in the workplace and works towards achieving the general goals and objectives of an entire organization and achieving them in an effective and efficient manner. It focuses on the performance of the organization as whole, particular departments, individual employees and the processes followed to build up products or services. The objective of the study is to consider the relationship between an organization’s performance management system and human resource management. It also gives explanations of the major reward practices and their implications in the performance management. Its analysis is based on how personal development plans influence the growth of individuals through acquisition of knowledge and skills as well as designing the form, Employee development plan. Personal development plan Personal development plan is considered as the most essential human resource practice which is used as a guide to integrating most of the human resource activities and entire business policies. Each of the personnel in an organization have to participate in the development process, this includes the employees and the managers. The employees plan their own development since they plays the greatest role in determining the performance of the organization as they offers most of the man power needed. They are able to improve their own performance so as to boost the performance of entire organization. The managers acts to offer guidance during the process of development, they inform the employees and other personnel on the general goals and objectives of the entire organization. They also support to see the success of the process by providing all the necessary resources and conditions for the enhancement of the success of the developing process (Barbara & Philip, 2008). Personal development plan acts to identify and specify actions which are necessary to boost or improve the performance of an organization. This is highly influenced by the individual plan of each and every person involved in the running of the activities of an organization. There is need for each to be keen to examine his or her area of specialization so as to identify the areas that need attention either to be improved or maintained. The employees who are involved with the production of goods and services should be keen so as to identify and report to the management on areas which they feel needs some attention and the management should highlight the strengths of the employees and the areas needing development (Bratton & Gold, 2007). The plan answers such questions as how the business would survive for the next period of time and how it will be able to maintain its upward graph in terms of its performance. For any personnel to know that he or she is continuously learning, the organization he is working for has to have positive performance or keep improving it. He has to set goals and objectives which will help better the performance in future, he also has to keenly identify things which can be obstacles to block good performance in future. This helps to avoid problems of performance in future and be certain of success in life a head. This is highly driven by the perception of the individuals working in an organization towards the activities taking place. By learning to appreciate everything that concerns the entire organization means that all the personnel will be keen to see it succeed (Parry & James 2002). Ba°rd (2006) argues that personal development plan is advantageous to the employees as it gives a powerful and flexible way of linking their personal and professional development for the development of the business. The brief document maps out how an individual can develop skills so as to progress in job. The management can use it to employ the employee’s abilities, knowledge and commitments to maximize their personal potentials and those of the entire organization. The objectives of most of the personal development plan are based on the development for the next full year and they do not necessarily have to be related to specified tasks. For instance, it can be meant to improve communication skills because each individual will be required to draft his or her own draft and in the formal language. This is a chance for the employees to show their capabilities and inabilities because it is recommended that each individual should that which he can be able to implement or apply. For example, if one decides to suggest on the possible changes in the operations of an organization, the strategize plan should be logical and he or she is expected to be on the front line during the implementation process. This also gives an opportunity to make decision concerning the development of performance of the organization. Each of the individual is expected to give different plan and the ideas which are assumed to be helpful in the performance o the entire organization can be shared among the individuals, thus all the workers are entitled to gain more working skills or knowledge of doing things. The plans of some of the individuals may be implement the use of machinery to improve his performance and that of the entire organization. This means that they have to be trained on the use or operational of these machines like computers. The workers will have a chance of improving their skills. All the workers especially the junior employees are required to set objectives which they are guaranteed to meet or they will be able to commit themselves to (University Microfilms, 2004). As a newly appointed human resource manager at a large Accounting firm, the main intention would be to introduce a new employee development as an integral part of the overall performance management system. This would enable the new employees to easily adapt to their duties by working with the guidance of the objectives that they set. Each of the objectives set in the Personal development plan must have a set deadline to motivate the employees to work hard and create a chance for all the employees to acquire all the skills concerning an issue at a time. It also allows them to share their individual knowledge based on their areas of specialization and the information indicated in their personal development plan. This plan should be regularly up dated to ensure that the objectives are relevant to the recent activities of the organization and the competing business world. It enhances a continuous process of learning, improvement on the performance and personal growth for any individual employee. Each will base his objectives on the area of interested and that which he feels needs some concentration thus giving it more time. The employee also takes time to study his performance so as to identify the areas needing improvement, he then comes up with ways of improving it and resources needed for implementation. The total concentration on one thing boosts its performance as well as adding skills of work to the individual (Legge, 2004). As a human resource manager I would be able to easily learn or formulate the general goals and objectives of the entire organization. This is because the entire personal development plans are expected to be based on the operations of the accounting firm. The management body is able to strategize working processes considering the objectives of the individuals and those of the entire organization and also identify the resources required for the implementation of the action plans. This also helps to develop good and professional communication skills between the managers and the employees. This avoids the automatic rule by the boss and other misunderstandings between various personnel in the organization since everyone has a good chance of making decisions or implementing his or her decision. The employees are comfortable at work because they develop some sense of owing the organization and can be countable for all the outcomes (Hendry, 2005). For the performance of an organization to be effective, not only should the management consider the objectives which only suit the entire organization but also those that benefit the individual employees to ensured that they are motivated to work hard to achieve the best. The most effective personal development plan is formulated through learning in the workplace. As the human resource manager in the firm am expected to guide the newly recruited employees through the process of drafting their development plan and delegating the tasks of expressing their working skills (Legge, 2005). This process can also help to handle the individual problems one at a time because they will easily be identified. For example, many of the newly employed staff members suffer the problem of perception through which they encounter difficulties trying to learn and familiarize with the activities of the organization. The plan should be well managed and monitored to yield effective outcomes, this means that all the individuals are required to regularly review their progress compared to the objectives set in the personal development plan as well as filling the self assessment form to ensure that the objectives are being honored.   The relationship between an organization’s performance management system and human resource management The performance management is mostly used in the workplace to focus on the performance of the entire organization and its individual employees. The principles set by this management body in any context which deals with the interaction of the people and their environment especially at work to meet the desire as well as. The original cultures of the individual are varied but each organization expects the workers of an organization to have a common behaviour for achievement of the general goals and objectives of an organization. It works to improve the effectiveness of the activities of the organization hence the performance of the people working with them, this can also facilitate the capabilities and contributions of the individuals and various team workers. Generally the body is concern about the general performance of an organization and some of its common most objectives are to promote the careers of the individual workers and enhance their faster advancement. It concentrates on the abilities and disabilities of the employees and assigns them duties depending on what they can do better. It is also concern about the operations to ensure that they are well developed including provision of all the resources necessary to facilitate the operations. It is beneficial as it facilitates effective delivery of operational goals (Glover & Ronning, 2000). According to Purcell & Hutchinson (2007), human resource is the planned and rational approach of the organization’s resources especially the human beings who are the key producers. These are the workers in an organization who either individually or collectively participate in the achievement of the goals and objectives of an organization. Their functions includes a variety of activities including decisions pertaining the needs of the employees in an organization and whether to use temporary or permanent workers to assist them. They are also responsible for the recruitment and training of the best workers and making a follow up to ensure that they perform to the expectation. To be certain of the comfort of the hired workers they motivate them by rewarding with good salaries and making sure that all the resources necessary to facilitate their operations are available, for example, computers and other machinery needed. Most of the people assume Human Resource Management to be innovative view of workplace management. Their techniques require managers of the organizations to express their goals specifically so that they can easily be undertaken by relevant workforce and provide the necessary resources for them to successfully accomplish their duties. Therefore anything which is related to the human resource or employees in an organization is left to the hands of human resource management. To ensure that there is equality between the goals and needs of employer and the employees, the department of the human resource management focus on the three most essential functions of management: planning, implementation and evaluation. During the planning stage, it develops human resource policies and regulations which should be considered when hiring the workers and the regulations which should governor the individuals working in an organization. They also determine the human resource activities and strategize ways of implementing them for the benefit of the en tire organization (Sims, 2007). According to Sadler-Smith (2006) the implementation process involves four common procedures: acquisition, development, compensation and maintenance. An acquisition involves hiring of workers, then developing them to include the training that they have undergone. This also involves the reflections of efforts of the company to control and determine the behaviour of the employees through the appraisal, review, discipline and incentives. To compensate is to reward the workers after offering the services, this is mostly valued by end month salaries that they are given. Maintenance involves structuring all the labor relations involving the relationship between the general management of the entire organization and its junior employees who facilitate its performance. The final activity of the human resource management is the evaluation of the activities which have taken place in the organization to identify whether the expected outcome was met or not. This will help to know whether the policies of the human resource are effective in the performance of the organization especially the relationship between different resources which are considered to facilitate the operations of an organization (Armstrong, 2006). The above explanation shows that performance management is concern about the performance of the organization and not the resources that are used while human resource management concerns about all the human activities in the operations of an organization to ensure that they are as per the policies set by the management. The two bodies are related in that they are all concern about the performance of the organization. They require that any individual worker come up with a personal development plan which helps them to set goals and objectives of their operations so as to add on to their school of knowledge for the improvement of their output which should be reflected in the performance of the organization. They all work to ensure that the operations of the organization is boosted and maintained by improving the status of the resources considered. The human resource management enhances regular training of the workers and hiring the assistance labor in case of work overload to ensure that all the activities are done to satisfaction (Ulrich,1996). According to the principles of 360 degree feedback theory, to motivate the human resources to work harder, there is need to reward them after completely any activity or after sometimes. These rewards can either be inform of salaries of wages that they are paid per services they offer or the allowances, for example, if an worker is required to do some extra job from the ordinary one or work under difficult circumstances, he or she deserve to be paid more. The remarks that an individual gets from the management personnel concerning his or her operations also determine his or her future operations (Ward, 2002). According to Dessler (2000), the performance of the employees depends on their relationship with the employer. This is supported by the fact good or encouraging remarks after completing an activity encourages the operator to do better in future while discouraging remarks put off his efforts. Any human being would needs to rest after working for a while, this means that the workers should be given offs and working leaves so as to attend to other personal issues or rest their energies. The relationship between the management and their employees enhances the development of managerial skills because the employees will be able to observe the operations of the managing personnel or from their personal development plans. An example of a personal development plan in a big accounting firm The table below shows a personal development plan of an employee in an Accounting firm. The employee considers some of the improvements which could be considered to add on the performance of the organization. He mostly considers implementing the use of machines like computers in the activities of the entire firm including the payment of workers. Computers are more efficiency than manual. The plan is clear on the actions expected especially the training to add the expected new knowledge and the sets short term deadlines as expected of any personal development plan. This is of benefit not only to the individual but as a group because if considered everyone will add knowledge on working skills.  Skills/ performance gap(in order of priority) Outcomes Expected(Quality, quantity or accuracy) Suggested training or development activity Preferred mode of delivery Time frame Work opportunity created to practice skill Support person Computerising all the operations Efficiency at work Training on the computer skills Training on part time programs Within three months Practice the acquired skills in the activities of an organization Computer skilled personnel Improving  professional communication skills Good communication skills  and improving the relationship between various personnel in the firm Training on communication skills In class training and interaction with communication professionals Training for two hrs per day and spending the whole time with the professionals Practicing during group and interpersonal communication Professional communicators Reviewing and updating the working skills of the employees Improvement in the performance of the organization Adding working knowledge of working Training on short term courses Within three months Practice the acquired knowledge in the activities of an organization Accounting professionals and the training mentors Improving the process of paying the workers Efficiency and effective payment of workers in the firm Training on knowledge required to improve the process of paying employees Practical training on the necessary skills Full time Practice the acquired knowledge in the relevant activity Accounting professionals and other training mentors  Conclusion For success or assurance of excellent performance of any organization especially the large ones like the Accounting firm, there has to be good management not only on the performance but also on the individuals who are responsible for any activity going on. The human resource management should be conscious on the employees they consider to offer various activities and the resources that they need to enhance their operations. There is need to motivate any of the workers to draft their personal development plans which acts as a drive towards achieving the goals and objectives of the entire organization (Stewart et al, 2005). This also improves the skills of the workers by sharing the knowledge among different individuals. The management body will be able to identify the abilities and inabilities of the individual workers hence are able to assign them duties depending on their capabilities. Bibliography University Microfilms, 2004, Dissertation abstracts international: The humanities and social sciences, London: University Microfilms International. Dessler, G., 2000, Human Resource Management, Michigan: Prentice Hall. Barbara M. & Philip R., 2008, Development Through Life: A Psychosocial Approach. New York: Cengage Learning. 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