Performance Management

1294 Words3 Pages

Title

Organizational Analysis

Executive SummaryIn order to measure an organization’s success in meeting or achieving its strategic objectives is to evaluate the performance of its employees. If it is to be effective or of substantial value to the organization, it needs to be systematic and purposeful. In this organizational analysis I would like to explorer the performance management performed at the organization I am part of and suggest improvement to enhance the process to achieve better results. I will also explore the stressful environment performance evaluation creates and suggest ideas to enhance the experience to achieve positive results. The company I am part of is a financial technology solution company. Organizational Analysis The organization I am part of utilizes SMART as a guide for performance evaluations. SMART stands for Specific, Measurable, Attainable, Realistic and Time bound. Evaluations are performed every six months. The employees and their direct manager are to get together after both have completed a document provided by the organization. The employees are expected to fill out the document and submit it to the manager who then fills his portion of the assessment and then reviews the document with the employees. Normally the document is expected to be filled out with the team’s overall goal that has been set by the Executives or the department leaders along with the values of the company established by the corporate. The employees also have a section to rate themselves in several areas explained and the manager will also provide their view as to where you stand according to them. During the course of the performance evaluation goals are set for each employee to achieve. In most cases ...

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... between the manager and the employee should be encouraged.Conclusion Performance evaluations are very important for companies to lay out expectations, set goals and standards, have a formal discussion with all employees and set everyone on the same page. In order to make the experience better for both the organizations and its employees, proper approach is critical. Organization can benefit from providing clear goal oriented feedback to make progress against and the employees will benefit from knowing if the path they are in is leading them and the organization they invest their time into in the right direction. Furthermore, if the employees are less anxious and see it as a benefit they will be more engaging and proactive in the way they approach the evaluation. Focusing on a better performance evaluation overall can only lead to a more productive environment.

Theory Of Goal Setting
1044 Words | 3 Pages
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.
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Walmart Performance Assessment
1568 Words | 4 Pages
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
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A case study -- Performance review
863 Words | 2 Pages
To prepare an individual performance review, at first, employees write down their career needs and expectations for their career in future, as well as the targets they have achieved. Afterwards, managers will go through what employees write down before the formal review and plan ways of communication to convince employees the corporation’s operating goals are positively relevant to individual goals and needs. What is more, Taylor Woodrow plc carries out individual performance review twice a year for each employee, one in January and the other in July. This system gives the company chances to illustrate the latest objectives at the begin...
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Human Resources and Employee Evaluations Issues
1893 Words | 4 Pages
...agreed upon evaluation system and build a standardized scale for organization wide evaluations. The behaviorally anchored rating scales could also be used by other departments for job and/or departmental specific evaluation criteria. The evaluations system could be updated to use the 360 degree approach so that employee evaluations could be performed by multiple people. This approach would give a better overall view of the employee performance while also increasing the likelihood that the employee will accept the evaluation. Employee evaluations are an important part of growth within an organization. Therefore the evaluation should be as beneficial and informative to everyone involved as possible. That creates an environment to foster employee growth while maintaining standards for everyone involved on the process, leading to happier, healthier working environment.
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Performance Management Within the Workplace
1885 Words | 4 Pages
Performance Management Within the Workplace The basis of the mainstream of performance appraisals within the modern workplace is one person (a manager or executive) rating one more, an intrinsically individual process. There are distinction such as 360 degree appraisals that include the judgment of others such as clientele and peers/colleagues in the process but it is the action of one person transitory judgment upon another that is subjective in nature and the root cause of many of the problems encountered in the research associated with performance appraisals. Performance appraisals are of importance to the organisation, as they often provide the only measure of an individual's contribution and as such the means for identifying either over or under achievement. This information identifies strengths and weaknesses among employees, locating areas for necessary training and development and helps employers implement appropriate reward policies designed to improve the performance of the employees and (as a consequence) the employer (Burns 1996, p.166).
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Samuel Culbert Get Rid Of The Performance Analysis
1058 Words | 3 Pages
In addition, performance evaluation aids to identify employee training as well as development requirements, and facilitates alignment of employee and organization goals, among other objectives (“Performance Evaluation,” n.d.). The rightly done performance evaluation process ensures benefits such as improving employee productivity, motivation as well as commitment; enables an employee to set goals as well objectives; fulfills satisfaction of the fundamental human need for recognition; helps to identify scope for process improvement; and aids to find out employee development possibilities (“Performance Evaluation,” n.d.). Culbert’s Article on Existing Performance Evaluation Culbert in his article “Get Rid of the Performance Review!” critically analyses the existing performance review systems in corporate companies and details the maladies and gaps that severely impact the performance review mechanism.
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Managers Guide to Performance Management
1049 Words | 3 Pages
Preview: This book provides a lengthy indoctrination of the what and why of performance management. This summary will cover both the pragmatic and practical pieces of the text; while excluding some of the specific instruction for those who oversee the overall orchestration of performance management in the workplace. The purpose of this paper is to allow its readers to grasp some main themes of performance management and develop a vocabulary for discussion and debate of the topic.
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The 360-Degree Performance Evaluation is More Effective than the Standard Performance Evaluation
1961 Words | 4 Pages
The issue is whether or not performance evaluations are an effective measuring tool for evaluating an employee’s knowledge and skills within the organization. Better yet, should employers use performance evaluations at all, or should they design personal organizational goals for each employee? This research paper will examine the effectiveness of performance evaluations, from a narrow point of view (standardize evaluation) to a boarder outlook (360 degree performance evaluation), and by enforcing the accountability from management and the staff, in meeting the overall organizational goal.
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Employee Performance Management Pros And Cons
753 Words | 2 Pages
The purpose of this essay is to determine whether measuring employee performance is all pros and no cons. Performance appraisal is considered as an important management tool in many countries (Milliman, Nason, Zhu & Ciery, 2002). According to Kazan and Gumus (2013), “Kaplan and Norton (2001) define the performance assessment as "a planned tool which is integrating the success of individual at a given task, his attitude and behaviors at work, his moral conditions and characteristics, and assessing employee's contributions to the success of the organization".” In other words, employee’s weak and strong points, trainings needed, future predictions can be recognized by performance appraisal (Milliman et al., 2002). There are a lot of different performance measurement systems. Lam and Schaubroeck (1999) stated that there are traditional performance appraisal and a more current one called TQM (Total Quality Management). From traditional perspective, appraisal is measuring individual results rather than the overall system. It is assumed that individual is capable and responsible to influence the way things are done in a company. On the other hand, TQM stressed the importance of system rather than individuals.
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Case Study Of Performance Management At Network Solutions Inc.
1090 Words | 3 Pages
Performance Management is a critical component to organizational success. However, creating, developing, and maintaining a system that captures all the characteristics of an ideal performance management system should involve an ongoing collaboration between leadership and employees to achieve a successful outcome. After all, the performance and success of the organization is dependent upon the employees. Therefore, performance management should incorporate organizational goals, employee goals, and continuous feedback that reflect individual’s contribution (NorthCoast 99, 2012).
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Employee Recognition Benchmark
1967 Words | 4 Pages
The Measure of Achievement to set Benchmark that Leads to Business Goal Employee recognition is important in the corporate environment as it will multiply the efforts they put to reach the goal of the organization. The allure of getting appreciated for the efforts will make the employees stick to the goal that can create positive results. Every organization has goals, action plans, and strategies that they need to implement to get desired results. An employee who follows the actions to get the accomplishment is a role model that can reinforce the work culture of the organization. It will set a benchmark that other employees will follow that will improve the overall productivity of the company.
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Woolworth Performance Management
761 Words | 2 Pages
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.
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The Importance Of Performance Evaluation
896 Words | 2 Pages
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
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The Importance of Performance Appraisals
1400 Words | 3 Pages
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...
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Implications of Performance Management
1072 Words | 3 Pages
Performance management is a continuous process that creates a working culture to encourage employees to improve their work performance and reach their full potential during their stay of employment. Performance Management also provides strategic direction, develop competency in employees and instill organization value. This paper will identify methods and affects that performance management plan has on the organization and their employees.
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Performance Management

Theory Of Goal Setting

Walmart Performance Assessment

A case study -- Performance review

Human Resources and Employee Evaluations Issues