Strategic leadership and performance
Order Instructions:
Why do organisations implement formal performance management systems? What strategic or operational goals might such a system help the organisation accomplish? Strategic HR leaders may be in a position to assess their organisation’s environment, culture, capabilities and goals. They could also make a case for performance management within this context.
In this essay, you will explore the implications of a systems approach to performance management for organisational and staff outcomes.
•Write a 550 -word analysis of the intended strategic impact of performance management systems in an organisation. Also describe the impact of performance measurement for individual, team and organisational performance.
•In formulating your Key Concept Exercise, consider the following questions:
o Why do organisations implement performance management systems?
o What would be some potential issues with not having a formal performance management system in place? How might this have a negative – or positive – impact on the organisation and its staff?
o Consider the potential implications of performance management for staff, for leaders and for business outcomes.
SAMPLE ANSWER
Performance has been defined by many scientists and philosophers. Performance is the output of work since they provide the direct linkage to the strategic goals of an organization, measures economic contribution and even customer satisfaction (DE Martini C, (2013). Performance is a mark left behind by a person, and that exists apart from the intended purpose of that person. It is also something that depends on a variety of factors as it is multidimensional. Performance management, therefore, describes a process set by an organization by which it will ensure that employees are aware of what they are expected off and the level of performance expected of them and the role as well as any individual objective they will need to achieve to achieve overall organizational objectives. (Bourne M, and Bourne P, 2011).
Adoption of formal or informal approach depends on the size of the organization such that a small organization will adopt informal performance management approach. A large organization will tend to adopt formal performance management approach since a large organization needs a proper and effective management system.
One of the reasons why organizations should carry out and practice the implementation of formal performance management systems is to organize any training needs to be highlighted by the employees (Leonard, B 2011). In this case, it will ensure that each and every employee knows what he or she is expected of and takes part in the performance of the organization. The formal performance system also helps to rectify employee’s performance.
Formal performance management system helps strategic HR leaders to be in a position to assess their organization’s environment, culture, capabilities, and goals. Formal performance management systems, also, is of benefit since it enables the employees to understand their importance of their contribution to the organizational goals and objectives to the realization of Their success. If an organization implements the formal performance management systems, it will realize improved organizational performance, employee retention and loyalty, overcoming the barrier to communication, cost advantages and even improved productivity.
A well-organized formal performance management system that is well implemented and properly designed plays a crucial role in the performance of the organization. It is holistic in nature and a strategic tool that looks into every activity of the organization, individual management, team and also overall organizational performance.
Performance management establishes a culture that drives the company positively towards achieving its goals (Daniels A, 2014).Companies that fail to implement formal management performance may not be in a position to realize their performance. This is so because of the lack of proper individual and group management and also where every activity of the organization is not normally managed well. (Hope J, and Player S, 2012)
Upon conclusion, it is clear that, organizations that implement the formal performance management system, mostly achieve its goals and objectives, hence realizing a better performance in the global competition. Most of these organizations are big, unlike small organizations who use informal performance management. From my point of view, organizations should adopt formal performance management systems, as it helps in realization of its success.
REFERENCES.
DEMARTINI, C. (2013). Performance management systems: design, diagnosis and use. http://dx.doi.org/10.1007/978-3-642-36684-0.
BOURNE, M., & BOURNE, P. (2011). Handbook of corporate performance management. Chichester, West Sussex, Wiley.
LEONARD B. E. (2011). Antidepressants. Basel, Birkhäuser Basel. http://dx.doi.org/10.1007/978-3-0348-8344-3.
DANIELS, A. C. (2014). Performance management, and changing behavior that drives organizational effectiveness.
HOPE, J., & PLAYER, S. (2012). Beyond performance management: why, when, and how to use 40 tools and best practices for superior business performance. Boston, Mass, Harvard Business Review Press.
We can write this or a similar paper for you! Simply fill the order form!
