An explanation of performance management systems in organizations.
Written in 2008; 1,739 words; 8 sources; APA; $ 56.95
Paper Summary:
This paper examines the performance management system which has become part of an organization's human resources. It describes the process involved and the different types of performance management. The author has also included an example of a performance management system in a retail environment.
Outline:
Basis for Performance Management
Creation and Implementation of a Performance Management System
Types of Performance Management
Example
Conclusion
From the Paper:
"Lawler (2005) notes that performance management is becoming more important for today's high performance organizations as the relationship between employees and the organizations they work for has changed, and developing a mutually beneficial relationship is important to achieving more in terms of performance. Strivers (2000) points out the need for rules and guides to govern performance management because of changes that have taken place in the business environment in recent years. In the process of designing and implementing a new performance management system, the manager must play a role in the design process, in educating employees about the importance of the system, in deciding on financial and nonfinancial performance measures, and in reviewing and updating what is set in place. This indicates that the system should reflect the aims, goals, and mission of the employer. Strivers further notes the elements making up the performance management system and how they serve as part of a powerful behavioral tool. Management must measure what it wants to achieve in order to see if it is or is not achieving its goals. The system addresses what are called intangible assets, including such vital elements as the knowledge of the workers and efforts to customize products and services. The author notes the value of consultants but places more emphasis on the managers in the organization as guides for the development process. She then offers a model based on her own analysis and data gathered from other sources. The system must provide managers with guidance in moving their companies in the direction desired."
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