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Performance Management Essay

993 words - 4 pages

Performance MeasurementPerformance management is the process of creating work setting in which people are enabled to perform to the best of their abilities. Performance management system is a whole work system that begins when a job is defined as needed and ends when an employee leaves the company (Heathfield, n.d). The goals of performance management are to improve employee performance, develop people for promotional opportunities, and ensure that employees are working towards the companies' goals (BNET, 2003).Analyzing employee performance has been a way for companies to determine how well an employee performs at his or her job. This is how promotions, raises, and the decision of whether or not an employee remains on the job are determined. How this differs from annual performance appraisals are annual performance appraisal is procuring, analyzing and documenting of information and facts about an employee's worth to the organization. It aims at measuring and improving the employee's current performance and tapping in on the future potential. An annual appraisal helps determine if an employee will remain on the job and what employees' need additional job training (Moorty, n.d). An annual performance helps supervisors set goals for the upcoming year, and report employee success in meeting performance expectations (BNET, 2003).Some performance appraisals are done to rank each employee and other are done by breaking down performance to evaluate individual attributes, behaviors or results (Noe, Hollenbeck, Gerhart, & Wright, 2007). Some performance appraisals methods are comparisons rankings, graphic rating scales, behavioral rating scales, critical incident method and 360 degree feedback. Comparison rankings are done to measure best to worst of an individual performance. Comparison can also be done ranking one employee to another employee's performance. One of the oldest methods used is using graphic rating scales to measure an employee's level of performance. Behavioral rating scales are done to set indicators of effective or ineffective performance (HR Management, 2009). Critical incident method is used having management keep track of specific incidents that the employee did effectively or ineffectively. 360 degree feedback is done using the input of other colleagues, customers and other managers.Problems that can occur are managers perception of what is acceptable may vary. One manager may be marking an employee one way and when new management comes in they may not see the same employee's performance the same. A manager may try to play it safe by rating in the middle in order not to rate one extreme or the other. Another problem could be that employees may not take criticism with an open mind. This could be a draw back if the employee rebels or holds a grudge. Another potential issue would be that if employees are compared with another employee then interpersonal relations within the group may be affected (Knowledge, 2007).Today's...

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