Measuring Performance vs Action
Measuring Performance vs Action
Q: Should you measure performance or mere activities of employees? Is that who does work in silent way not show his/her self or the one who puts up a show and hardly perform to be recognized and rewarded?
Ans: Appraisal process is to measure the performance. We revert to the moral of the story narrated in the case study. The moral taught us that we need to measure the performance and not mere activities. Performance is essentially what an employee does or does not do. Employee performance common to most jobs include the following elements: * Quantity of Output * Quality of Output * Timeliness of Output * Presence at work * Cooperativeness.
Performance measurement need to be based on the benchmarks listed above. These benchmarks vary from job to job. The performance measure relates to accuracy and validity and both can be only achievable by recognizing the efforts of a person who is showing more efforts and only that person should be awarded by his/her performance it doesn’t matter whether the person is quiet or not show his self as openly but the main objective is that the person is performing his duties up to the mark so this person should be rewarded rather than the one who show his self more and doesn’t perform. Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress. A performance management process sets the platform for rewarding excellence by aligning individual employee accomplishments with the organization’s mission and objectives and making the employee and the organization understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviors, it helps the
Q: Should you measure performance or mere activities of employees? Is that who does work in silent way not show his/her self or the one who puts up a show and hardly perform to be recognized and rewarded?
Ans: Appraisal process is to measure the performance. We revert to the moral of the story narrated in the case study. The moral taught us that we need to measure the performance and not mere activities. Performance is essentially what an employee does or does not do. Employee performance common to most jobs include the following elements: * Quantity of Output * Quality of Output * Timeliness of Output * Presence at work * Cooperativeness.
Performance measurement need to be based on the benchmarks listed above. These benchmarks vary from job to job. The performance measure relates to accuracy and validity and both can be only achievable by recognizing the efforts of a person who is showing more efforts and only that person should be awarded by his/her performance it doesn’t matter whether the person is quiet or not show his self as openly but the main objective is that the person is performing his duties up to the mark so this person should be rewarded rather than the one who show his self more and doesn’t perform. Performance management is the current buzzword and is the need in the current times of cut throat competition and the organizational battle for leadership. Performance management is a much broader and a complicated function of HR, as it encompasses activities such as joint goal setting, continuous progress. A performance management process sets the platform for rewarding excellence by aligning individual employee accomplishments with the organization’s mission and objectives and making the employee and the organization understand the importance of a specific job in realizing outcomes. By establishing clear performance expectations which includes results, actions and behaviors, it helps the