Measure Employee Performance

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Measure Employee Performance



Individual or team of Employees performance mainly contribute to the organization profit or loss and organizational strategies and policies. Employee performance is mainly based on the self-motivation of employees and employee capacity of handling duties. Human Resource Management Division in an organization assesses employee performance annually or quarterly appraisals (Armstrong, 2006). By evaluating employee performance, the organization can determine whether the group targets are achieved and this in return will help to achieve the overall organizational goals. Further, these evaluations will help the management to improve employee performance or direct and motivate employees to achieve certain targets. 


REASONS FOR EMPLOYEE UNDERPERFORMANCE


     Unclear job roles or lack of transparency of work, lack of communication ultimately leads employees to stop at a wrong destination. Employees are not willing to cope up with the higher-range of tasks what organization expect. Ambiguous framework for individuals or teams and dissatisfaction of rewarding systems can drive employees to underperformance in an organization.


PERFORMANCE MANAGEMENT 

To increase employee performance, efficiency and effectiveness of work and productivity, organizations have to adopt “Performance Management” (M.Armstrong, A. Baron, 2005). There are three types of components in Performance Management, Initially Planning for Performance Management by setting a goal for employees, Supporting Performance for motivating employees and finally Assessing Performance ensures employees potential of work to challenge the market competitors (Henderson, 2007). Performance Management gains an instance of apprehending the true nature of an employee. Performance Management insert buffers into targets.  

     Performance Management allows employees to build a smooth relationship with Management by regularly engaging with the team and evaluating progress individually. Performance Management creates a flexible working condition for employees and employees getting chance to self-development and motivation. "Performance Management" creates higher performing workers to the employer to achieve organizational targets and to get the best feedback from customers, it proves employee performance level and higher performing employees give a challenge to other market competitors.                






References


Armstrong, M., 2006. Performance appraisal and performance management. In: M. Armstrong, ed. A Hand book of Human Resource Management Practice. London: Kogan Page Limited, p. 500.

Henderson, A., 2007. Journal of Nursing Management. [Online]
Available at: https://doi.org/10.1111/j.1365-2934.2007.00745.x
[Accessed 01 06 2019].

M.Armstrong, A. Baron, 2005. Performance Management in action. In: M. Armstrong, ed. Managing Performance. London: The Chartered Institute of Personal and Development, p. 93.

Bennett, J., Pitt, M. and Price, S., 2012. Understanding the impact of generational issues in the workplace. Facilities, 30(7/8), pp.278-288.






Comments

  1. Malaka GunawardanaJune 11, 2019 at 10:56 AM

    Performance analyzing process is must to organization...and which also help to identify the training needs of employees...this is.good review.performance management is always important topic in HRM..

    ReplyDelete

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