MANAGING PERFORMANCE- LECTURE 6

Managing Performance



Managing the performance of the organization is highly essential to keep on sustainable development of the company. Therefore, managing performance can be defined based on Opatha (2016) as the systematic process of identifying, measuring, influencing, developing and controlling the job performance of the employees in an organization in relation to the set targets and standards in order to achieve various purposes. When managing an organization, leading and controlling are the main aspect to reach the goals. In the process of this performance management is playing a major rolls such as controlling function is to be more successful if performance management has done successfully. Opatha (2016).
According to Opaha (2016) performance management is being used by the modern management to achieve the mainly two purposes such as administrative and development purposes and informative purposes. Under the administrative purposes, performance management will provide the many inputs to upgrade the human resources management functions such as human resources planning, reward management, managing of promotions, administration of transfers, Discipline management, selection, and hiring. Further under the development purposes performance management will contribute development of trainings to provide the knowledge, skills and attitude changing leanings to employees. In the informative purposes, performance management wil communicate the employees what the organization expects from him or her and how the superior prescribes the performance of an employee to be improved.


Performance evaluation is the key area of performance management and it has several methods, approaches, procedures and steps in conducting the performance evaluation such as graphic rating scales, checklist method, multi choice method, self-evaluation and discussion method, essay appraisal method, examination system, critical incidents method, rank order method, paired comparison method, force distribution method, point allocation method, field review method, general approach and specific approach. All these methods and approaches have many difference and different advantages and disadvantages. 
Opaha (2016) stated that most performance managements are deviate from the actual objectives because of issues of performance evaluation. Therefore, those issues have to be consider well. Those are problems with evaluator, legally defensible system, motivation of managers for accurate implementation, responsibility of performance evaluation in an organization, securing employee and union acceptance, ethics of performance evaluation and documentation for proper evaluation. To avoid these errors management is providing the training for the evaluators before doing the evaluation. Therefore, performance evaluation or performance management should be maintain within the organization in terms of employee personal career development and business development in general.

Reference
-          Opatha, H.H.D.N.P. (2016), Human resource management, Colombo: Sharp Graphic House (Pvt) Limited. (Printed in Sri Lanka).



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