In one organization,
even the employees had attended the training to develop themselves with knowledge,
skills and ability, but how we know that the employee is competent or not? Can
we measure the desire and expected performance of the employees and identify
the performance of the employees? Therefore, that is why the reason of
performance management system is exists to help an organization to measure the
performance of the employees.
According
to Skrivastava (2005), performance is a behaviour or action that taken by one’s
to perform or respond to specific problem so the problem can be solved. In the
other hand, performance management is a systematic process of measuring the
employees in an organization and develops certain employees in order to achieve
the goals of the organization (Johnson, 2009). The last one is performance
management system which also measures the employees’ performance by using the
technology such as system in computer.
In
my opinion, performance management is very important because the employees that
have low performance will affect the productivity of the organization. If the
employee is not competent enough, he or she should be send to the training and
develop his or her skill, knowledge and ability. The performance management
system can helps an organization a lot because can easily identify the performance
of employees in more accurate statistical information.
Performance
management has five stages. The five stages are plan, monitor, develop, review,
and reward. In the first stage, organization has to plan the goal and the
result that expected from the employees. The second stage is monitoring the
performance of the employee by giving feedback to the employee in two way
communication. The next stage is reviewing the overall performance of the
employees in rate the employees. At last, employees that has good performance
should be rewarded such as monetary, non-monetary or recognition.
In
my opinion, I think this system is a key factor used in determining
whether an organization can manage its human resources and talent
effectively. This system provides information on who should be trained and
in what area, which employees should be rewarded and what type of skills are
lacking at the organization or unit level.
References :
- Johnson, R. L. , Penny, J. A. , and Gordon, B. (2009). Assessing Performance: Designing Scoring, and Validating Performance Tasks. Guilford Press: New York.
- Skrivastava, D. K. (2005). Strategies for Performance Management. Excel Books: New Delhi.
Thank you for the great post on business performance management. I agree with you that it is extremely important and that the structure of your organization and the design of your cross-functional business processes can meet the performance challenges of today’s business environment.
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