Download file to see previous pages...
At the forefront of issues and challenges that many if not all great companies of the 21st century are confronted all pertain to its workforce particularly the areas of discipline and efficiency. Much has been undertaken and usually at great expense to effectively manage discipline and employee productivity. The fundamental principle in managing companies big or small is to manage a company’s performance you have to manage the performance of its employees, officials, supervisors and managers.
This leads to the question what is managing performance? Most if not all views and general opinion regarding this idea all refer to the handling as to how a company’s ability to meet its goals. This is usually forwarded by looking into the nature as well as objectives of its employees to better motivate them as well to make the company’s part of their long term goals. To an extent “performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner” (McNamara, n.d.). It must be noted that the underlying fact is to be able to attain this by improving as well effectively managing the human element in a corporate setup. To arrive at a better characterization of managing performance it needs to put into context the said term in relation to the main focus of this paper. Moreover due to the complexity, multi – dimensional and multi level nature of managing performance it is necessary to narrow down any and all succeeding expositions. This in no way set to underscore the fact that all that the term managing performance encompasses as well as all the attached disciplines as well as topic areas are equally important. The point is to have focus as well as a refined discussion of managing performance in the context of this paper.
Due to the explanative necessities of this paper the fundamental questions will also serve as the main objectives of the paper’s discussion. Moreover main discussion
...Download file to see next pagesRead More
It is an approach that assists to define and execute a business or organisation’s strategies in order to ensure performance improvements and advances in the competition with other organisations or businesses. Performance management is mainly a set of processes of management that are supported by the technology in order to improve the strategic decisions made in the organisations.
The issue of performance is two-sided: one is to build a very good performance culture among the employees and the other is to sustain it. Organizations spend millions of dollars on building and enhancing the performance of the workforce. Such organizations are, no doubt, reaping the dividend of the business.
Time management is essential since it aids managers establish goals and objectives for attaining the set goals. Moreover, staffing, workforce planning, setting of priorities, continuous monitoring of performance, developing performance capacity and rewarding good performance are activities that result in organizational skills.
Through this approach, the overall performance will be enhanced which will ensure that the company maintains a competitive edge in the current as well as future market. Moreover, the program will facilitate identification of key job traits, which when implemented will help a great deal in the realization of the set goals.
These workers will normally be apportioned into different departments for better arrangement or streamlining of work. Physically speaking, this activeness is due to the functions or ‘organized activity’ of the various body organs. Even though various
resource of an organization and the success and failure of the organization depends on how well the organization is able to manage employee resources. Even good managers sometimes fail to manage the individual performances in an organization. “Managing performance well is
Moreover, the process also helps the organisation to recognise its present performance and customer satisfaction level to identify the prospects of achievement of the organisational objectives. Furthermore, an effective management of
Significantly, the report has also evaluated the different challenges that are known to initiate from implementation and proposed a number of ways that they can be countered so as to ensure that the strategic
The performance appraisal measures the required information and leaves out the irrelevant performance, which is referred to as contamination; for instance, when a sales person makes unnecessary phone calls that
2 Pages(500 words)Case Study
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Let us find you another Essay on topic Managing performance for FREE!