Performance Management

Abstract

The paper will attempt to show how effective performance management has become a central factor of Human Resources and is changing the Human Resource department as we know it. The challenges faced by the modern organizations are broadly discussed under the effectiveness of its performance management systems, which ultimately acts as a catalyst for employee engagements and their effective performance. I will explore a new performance management system for improving overall organizational performance in general by inventing new dimensions for effective individual performances. This paper is directed towards various limitations for energizing human resources and serves interesting food for thought for the future managers dealing with performance management.

Performance Management

Performance management, as it relates to human resource management (HRM), is the process of delivering sustained success to organizations by improving capabilities of individuals and teams. It supports the principle that people provide organizations with a competitive advantage, instead of capitol. For the most part performance management is used in work environments but it is also applicable wherever people interact such as sports teams, government agencies, churches and schools. Effectively managing employee performance is the gateway to effective delivery of the organization’s desired goals. Performance management presents severe challenges in terms of practical implementation. Previous studies have largely failed to overcome many of the organizational limits on its successful implementation. Overcoming barriers to change is especially important given their close relationship to the fulfillment of psychological wellbeing of employees and HRM related systems such as reward and development. The psychological mind state of an employee consists of a set of expectations. The way that these expectations are organized and managed determines the longevity and continuity of the...