The current concepts of market globalization have transformed the world with its management methods. New practices have been introduced after extensive research from various iconic American organizations. In that approach, perspectives, views, and standards of operation have changes accordingly. However, new questions arise in connection to these changes, particularly in terms of personnel management techniques. To this concern, managers, analysts and other business professionals have changed the structure of their organization in order to remain competitive in a market that continues to demand higher expectations, both on the technical and financial plans which exceed the human level. Therefore, the goal of this paper is to highlight different …show more content…
This is because a “full understanding of job performance depends on having some understanding of the organizational goals to which the individual is supposed to contribute” (Campbell et al., 1993). Therefore, it is important for individual goals to be in congruence with the higher goals of the organization, and line up with its strategic guidance and long-term vision. For instance, their objectives might be the increase in profits, the increase in productivity or the improvement of the quality of products, customer satisfaction, employee’s skills etc. Consequently, it is possible to establish individual objectives and the expected results of an employee in the course of their next evaluation period. By transposing higher goals into the form of concrete actions, these actions will lead to the success of the organization. These concrete actions should then be discussed between the employee and his manager to develop a plan of action that will serve as a reference throughout their work. In this perspective, performance evaluations are the key to ensure the quality and survival of the organization. As stated by many personnel managers, “measuring and evaluating is to progress”. Thus, almost all managers and human resources specialists agree on the need to assess the individual performance in order to become productive. This practice is a powerful tool to mobilize, retain and motivate
In addition to feedback, goals have been found to be more effective when they are tied to employee evaluations. The results of employee evaluations typically carry great weight when it comes to raises, bonuses, and potential advancement. Tying these types of rewards to successful goal completion also improves performance and increases goal commitment among employees (House, 1971). Incorporating deadlines to specific goals is also attributed to elevated performance levels. The motivation levels of the employee increase to meet goals within set deadlines and receive positive feedback (Lunenburg, 2011). As organizations focus on employee satisfaction and motivation, goal setting will remain an important aspect of management practices. In today’s economy, organizations are competing for top talent and ensuring employee satisfaction among job tasks is an important piece of talent retention.
There is an array of key components and factors involved in making an organization a successful business. One of those elements consists on evaluating employee’s performance; this sole component is critical in determining how effective is the organization’s productivity and which are the necessary steps to ensure proper functioning. “The performance appraisal may be one of the few times during the year where an employee and the reviewer, typically the employee's supervisor, can sit down and have a lengthy face-to-face discussion about all aspects of the job” (Joseph, 2016). Employees’ performance assessment serves as an instrument to gather important information as to which areas of the job description are being performed according to standards
With the proliferation of the internet international Business transactions are more common today than ever. Globalization is now a key factor when creating a business strategy for most companies whether they are small family own businesses or huge corporations. Globalization however does not just involve selling a product in other countries. There are legal and cultural concerns that must be addressed. The legal aspects are fairly simple because in most places the laws are spelled out. It's the local customs, and regional way of doing things that can be tricky. Research on globalization has shown that it is not an omnipotent, unidirectional force leveling everything in its path. Because a global culture does not exist, any search for it would be futile. It is more fruitful to instead focus on particular aspects of life that are indeed affected by the globalizing process. (1). In this new economy, as it has been in the past, it will be the people not the machines who will determine a company's success. Having an effective Human Resource Management team that effectively analyze your company's current and future personnel needs is key in any business organization.
Performance appraisal is perceived by most as a tool to reward or penalize employees for their good or bad work respectively by the end of a year. This notion is a challenge in itself to deal with. The whole exercise becomes dull for both supervisors and their subordinates and they tend to look at it as an additional responsibility which they have to finish. In the end, there is little or no value addition for either the employee or the organization. There are, however, better ways of looking at and conducting performance appraisals. It can give much needed feedback to both performers and laggards to improve upon and if done properly can even boost their motivation. More importantly, they provide a chance to employees to have a say in their goal setting and thus aligning it with the departmental and organizational goals. Also, the process itself has a value in team making.
Performance management is a management tool used to value, monitor and measure a company’s strategies that ensure the efficiency and effectiveness of its product delivery. This management tool does not focus on the organisation and on its employees as well as stakeholders. It is a continuous process that entails that managers make sure that organisational and employee values are corresponding (Aguinis, 2005,p.1/2-1/5). Performance Management brings about the competencies in the employees, increases self-esteem by giving feedback to employees, there is a low number of lawsuits because it helps understand the company better (eThekwini Municipality, 2008,p.10-11). According to Pride, Hughes and Kapoor (2011, p.288) performance management creates motivation for employees; one theory of motivation is of Expectancy, which stipulates that employees satisfaction is driven by expectations of what an organisation will offer in return.
In dynamic, global competitive markets, successful organizations are likely to be staffed with managers capable of adapting to constantly evolving roles, and with the capacity to achieve and sustain optimal levels of performance. The global market place has currently impacted the practice of human resources management in the United States and will continue in the next ten years.
Many people tend to set goals. They can set goals for their personal life, academics, or even for their professional lives. You can literally set a goal for pretty much anything you can imagine. I believe that people should set goals, they help you stay focused and want to do better for the future. Goals change all of the time though, because of a lot of different reasons, maybe you found that one thing just really is not what you want to do with your life, so you find something else to do. To me that is just how life is, my goals will most likely change as I am getting older and trying to find what I want to do with the rest of my life.
One of the most important resources of any organization is its employees, the human resource. This makes it very important that these resources are properly managed; so that they thrive and grow along with the organization. People stream defines performance management as “A process for establishing a shared workforce understanding about what is to be achieved at an organizational level. It is about aligning the organizational objectives with the employees’ agreed skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance work force”. The performance management process involves various stages such as goal setting, skills development, performance measuring against the set goals, mentoring/coaching to enable employees to focus and achieve their goals followed by assessment of performance and any further development plans as required. Let us look at these steps one by one.
Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviours. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. Goal Setting is where we set specific targets aims that we wish to achieve, they need to be S.M.A.R.T or else they become dreams rather than believable goals. .
What is my personal purpose? Is a question that I have never thought to ask myself until recently. Then when I started learning more about a personal purpose I started wondering if I have one and what it was. I never thought of myself has having a real purpose until a watched an interview Will Smith had did and he had said “When your life means something to someone other than yourself than you have a purpose.” That is when I realized that I have a purpose. My purpose is that I am the hug that let others know it is going to be ok. My personal goals is to be genuinely happy with myself and life and to make my parents proud, my career goal is to own my own business and being successful at doing so, finally, my educational goal is to get my bachelors degree and grauate with honors and even moving on to getting my masters. Having goals is important to me because I know that while I am in the process of accomplishing them I will have something great to look forward to in the end.
When planning for our future it is important to have clear goals in mind and to understand the steps that need to be taken to achieve those goals. My long-term goal is to run my own counseling center and employee at least one other person. Some Skills I already possess that will allow me to succeed with this plan are my ability to relate to people and be consistent in following the steps needed, even though it will be a long and tedious process.
Achieving any goal requires self-discipline. It involves a conscious awareness of our actions and the ability to overcome some of the bad habits that might be holding us. Instilling self- discipline into our lives is not easy task.
Organization is a group of people brought to gather to achieve specific goals. Goals can be achieved if team member are performing well. Performance is the results of activities given to the employees in an organization to be achieved within specific period of time. Evaluating the current performance of employees against past performances and organizational standards is known as Performance Appraisal (Dessler, 2005). Furthermore performance appraisal helps the company know how individual employees are performing and how to improve their performance thus improving the performance of the company (Grubb, 2007). A performance appraisal is propose in which the performance management system in an organizations set work goals, determine performance standards, provide performance feedback, determine training and development needs and distribute rewards as well as evaluating an employee’s job performance during a period of time. The performance of team member is much more than appraising individuals’ works, it is managing the business, so the performance of an employee is influences by the performance of an organization. It is target to achieve the best results for the planned strategic by managing activities of employees. There are many different opinions on the performance appraisals, some organizations do performance appraisals without any aim just follow others., where some organizations do performance appraisals to make sure they have a record of a piece of paper in the employee’s file – they are careless about do corrective action. But successful organizations understand the importance of combining performance appraisals into their performance management process and strategy plan as the success of any organizatio...
There are several reasons organizations initiate performance evaluations, however the standard purpose for performance evaluations is to discuss performance expectations; not only from the employers perspective but to engage in a formal collaboration where the employee and the manager are both able to provide feedback in a formal discourse. There are many different processes an organization should follow when developing its performance evaluation tool; in addition essential characteristics that must accompany an effective performance appraisal process. I will discuss in detail the intent of a performance evaluation, the process an organization should follow in using its performance evaluation tool, along with the characteristics of an effective
Furthermore, most organization used the performance to determine the abilities and productivity of the employees. In an organization, employees set their objectives for the year and they monitor it and develop the right skills to achieve the target (Vallerand, 1993).