Performance Management
Performance Management
Order Instructions:
In your professional experiences, you may have encountered a number of different approaches to formal performance management. Do any of those past experiences stand out in your memory as having exceptional benefits, challenges or unintended consequences?
•Discussing the benefits and challenges of performance management for employee engagement and capability
•Sharing alternative perspectives on the benefits and challenges of performance management for line managers and other organisational leaders, including how performance management systems might interface with or relate to other aspects of business leadership
•Considering the potential unintended consequences of performance management systems
NOTE:
I work in Aviation company
SAMPLE ANSWER
Performance Management
The importance of people within an organization cannot go underestimated. The difference that people make within an organization is well covered in the different principles that make up sound studies of performance management and the effective use of human resources in an organization (Pugh and Mayle, 2009). The management should therefore put in the right efforts as they yearn to correctly deploy the human resources personnel within an organization. The correct use of the human resource within an organization is the main source of differentiate the business capabilities of any organization with the other. In an effort for companies to realize a competitive advantage over the other operators within the society, the company needs to deploy people with the right knowledge and skills to carry out the different functions of the business. Effective performance management is however faced with different challenges as well as benefits to the organization.
One of the benefits of performance management for the employee engagement and capability is the ability to arrange the different tasks within the workplace. A good workplace with the already set out plans of what need to be achieved will clearly set out the objectives of the organization in attaining the different targets (Cornellhrreview.org, 2015). The individuals that will be used in the attaining the different objectives will be known. The organization will also tailor the different tasks to individuals depending on the individual capabilities. Individuals will be informed on what they need to achieve within an organization. The well organization of activities within an organization makes it possible that the different targets will be met in an organization.
The management program will also offer an opportunity for appraising the performance of the different personnel within the organization. The level of performance of the different individuals will be assessed and the results assessed against the overall targets. The performance management is also faced with different challenges that include: the process of developing the right focus is challenging to the organization (Peoplestreme.com, 2015). The focus can be in the form of the personnel that will be needed within the organization so as the organization meets the different targets. The other challenge is in the creating of a connection between the operations of the employees and the outcomes of the organization. The process is a matching process that s specific in the meeting of the needs of the organization using the available expertise within an organization.
The performance management process relates to the different aspects of the organization. The challenges and benefits of the process can alternatives be approached e.g. through training of the personnel to provide a better focus on the different targets of the organization. The different personnel will be informed on their respective functions within the organization and the process will give sound process adoption within the organization (Pasher & Ronen, 2011). The focus among the different personnel will therefore be greatly enhanced.
The process of change management may lead to certain unintended consequences within the organization. The process may lead to high staff turnover. The case is common in the cases where the personnel within the organization are not informed of the planned changes prior to the changes. The human resource within the organization feel alienated with the management process that has been implemented within the organization (Cornellhrreview.org, 2015).
It can be evidenced that one o f the priorities that need to be set within an organization is the effective choice and implementation of a chosen performance management mechanism within an organization. The process has long-term benefits to the organization.
Reference list
Cornellhrreview.org, (2015). From Measurement to Ownership: the Evolution and Organizational Implications of Modern Performance Management — Cornell HR Review. [online] Available at: http://www.cornellhrreview.org/from-measurement-to-ownership-the-evolution-and-organizational-implications-of-modern-performance-management/ [Accessed 22 Oct. 2015].
Pasher, E., & Ronen, T. (2011). The complete guide to knowledge management. Hoboken, N.J.: John Wiley.
Peoplestreme.com, (2015). Explain What is Employee Performance Management ?. [online] Available at: http://www.peoplestreme.com/what-is-performance-management.shtml [Accessed 22 Oct. 2015].
Pugh, D. and Mayle, D. (2009). Change management. Los Angeles: SAGE.
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