Supporting Good Practice in Performane Management
1.) 2 purposes of performance management and its relationship to business objectives
Performance Management is a process that ensures that the aims and objectives are met effectively and efficiently in a long term. Armstrong and Baron define Performance Management as “a strategy which relates to every activity of the organisation set in the context of its human resource policies, culture, style and communication systems.” It is a process by which organisations align their resources systems and employees to their objectives and strategy. Two of the purposes of Performance Management are: * It enhances the individual and organisational performance. Armstrong and Baron suggest that Performance Management “contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance”. If the individual are performing well and if the organisation meets its objectives, this will benefit the organisation ( in term of income, quality of the products, customer’s satisfaction, motivation, attraction and retention of staff…), the employees (job satisfaction, rewards…) and the government (lower unemployment, decrease debt, more taxes and less benefit)
* It enables the individual to identify and meet his personal development needs. This means ensuring that individuals are aware of the organisational expectations and how they can achieve high performance. Individuals will achieve higher level of performance if they have the support to identify the area they need to improve and the support to develop their skills, their knowledge and their behaviour to contribute to the organisational objectives.
2.) 3 components of Performance Management system.
Performance Management is vital to enhance the performance of the organization by ensuring that the individuals understand the organisational expectations and the objectives and by ensuring that they have the necessary support and skills to meet the goals. To do so
Performance Management is a process that ensures that the aims and objectives are met effectively and efficiently in a long term. Armstrong and Baron define Performance Management as “a strategy which relates to every activity of the organisation set in the context of its human resource policies, culture, style and communication systems.” It is a process by which organisations align their resources systems and employees to their objectives and strategy. Two of the purposes of Performance Management are: * It enhances the individual and organisational performance. Armstrong and Baron suggest that Performance Management “contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance”. If the individual are performing well and if the organisation meets its objectives, this will benefit the organisation ( in term of income, quality of the products, customer’s satisfaction, motivation, attraction and retention of staff…), the employees (job satisfaction, rewards…) and the government (lower unemployment, decrease debt, more taxes and less benefit)
* It enables the individual to identify and meet his personal development needs. This means ensuring that individuals are aware of the organisational expectations and how they can achieve high performance. Individuals will achieve higher level of performance if they have the support to identify the area they need to improve and the support to develop their skills, their knowledge and their behaviour to contribute to the organisational objectives.
2.) 3 components of Performance Management system.
Performance Management is vital to enhance the performance of the organization by ensuring that the individuals understand the organisational expectations and the objectives and by ensuring that they have the necessary support and skills to meet the goals. To do so