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Different approaches to performance management - Essay Example

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The world is changing. Both individuals and organizations now compete in an international marketplace. Customers want quality goods and services at competitive prices. If the produce of an organization cannot compete, it will have not market. But an organization how to improve productivities and compete with other organizations Human resource management (HRM) be supposed to be used…
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Different approaches to performance management
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Download file to see previous pages Performance management is using by countries such GDP, organizations and individuals. Performance management is troubled to get the best performance from person, but goes extra in that it also aspire to get the best performance from the team and from the organization as an entire (R. Wayne Mondy).
Performance management derives from the human resource management approach as a strategic and incorporated approach to the management and growth of people. The procedure of recognize, evaluating and mounting the work performance of employees in the organization, so that the organizational purpose and objectives are more efficiently achieved, while at the similar time benefiting employees in terms of credit, receiving feedback, catering for labor needs and offering career leadership. This definition emphasizes that performance management is a procedure. We can see the exemplify following:
From this definition, we can believe that performance management is worried by means of humanizing not only the performance of the individual, but also the performance of the team and the organization. ...
gnificant thing of performance management is set up a system in which individuals and groups take blame for the continuous development of commerce processes, and of their own skills and contributions.
2.2 The Objectives of Performance Management System
2.2.1 Discrimination
A manager must try to discriminate objectively between those who are contributing to the achievement of the organization's objectives and those who are not. In other word, a manager must be talented to appraisal an individual's past performance and assess strengths, level of effort and areas to reward and expand subordinates. Here the focal point is on what the employee has really done in the past, and an effort is made to build on the employee's strengths and make development in other areas so that the employee can carry out more efficiently in the future (Dessler, 1999).
2.2.2 Reward
For performance to be encouraged, rewards are necessary. When a managers reward a part of subordinates for their past work, other subordinate will recognized they must work harder in the future. Reward is also a useful tool for motivate employees, suing a system like performance-related pay, to best performance at work.
2.2.3 Development
The third objective of the performance management is growth. It includes expand person, term and organization. Performance management as a system concerns not only just for the past, but also for the future. When employees reach their full potential, the organization can also benefit fully from their abilities and contributions (Arthur Sherman, 1998, p.323).
2.2.4 Communication
As a two ways system, performance management can also construct a kind of feedback flanked by employees and managers. Employee communiqu is a basic part in the system. It is because an effectual performance ...Download file to see next pagesRead More
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