Performance Management And Employee Satisfaction, By Milica And Milos Jaksic.

809 words - 3 pages

The study of PERFORMANCE MANAGEMENT AND EMPLOYEE SATISFACTION is written by Milica and Milos Jaksic. In this paper they trying to relate human resource management practices on performance management that help to satisfaction of employee. HRM measuring employee performance and having valuable feedback helps to get higher achievement and better performance within the organisation. Moreover trying to focus on managerial effort that will improve the employee performance as well there satisfaction on work and matching the overall organisational achievement.

In various aspects and dimensions in literature, Employee satisfaction considered as one of the human resources management goal. As more it also viewed as one of the organisational culture impact by which the overall philosophy and attitude , belief, values and dominant goals are established in the organisation(Jaksic et al. 2012, p87).

In the success of the organisation, highly educated employee and there satisfaction with the workplace and the assignments they fulfil is more important originally written by Guest(2002 cited in Jaksic.M and Jaksic M, p 87).

Among many definition of Performance management, (Ivancevich, 2001, p243) define employe performance management is the process in which executive, manager and supervisors work together to combine employee performance with organisational goal.

Employee satisfaction can be analysed as one of the human resources management goals and main target of strategic management where it start with the satisfaction from key stakeholders in defining mission, strategy and aims of the organisation.

Kearns (2000,p 20 citied on Jaksci M and Jaksic M, p 88) trying to define PDCA model( Plan-Do-Check-Act), which help to develop better performance management. Planning provides the information the about on what want to appraise and improve.Doing is about putting some action to improve. Checking defining the compare between real and planned job done and at last Action is define the level of differentiate and finding solution to overcome the difference.

Perfomance management system is a creation on measuring performance and satisfaction of the employee. HR manager has to be responsible to create better practices of PM, for maximise the employee performance. In which following six elements has to be considered (Kearns, 2000 p, 73 citied on Jaksic.M and Jaksic M, p 88).
-Process and systems
-Structure
-Roles
-Awareness
-Capability and
-Motivation

In journal ‘PERFORMANCE MANAGEMENT AND EMPLOYEE SATISFACTION’, author made an empirical research in a large Serbian Pubic Company with the complex structure of 1500 organisational units an 15,000 employees. The research is based on Capabilities appraisal to the demands of the workplace, Work place performance standards...

Find Another Essay On Performance Management and Employee Satisfaction, by Milica and Milos Jaksic.

Employee Performance Management System Essay

3822 words - 15 pages Employee Performance Management SystemIntroductionToday when we talk about customer satisfaction and quality, we talk not only about the quality of products and services that totally satisfy customer needs and expectations in every respect on a continuous basis but we also talk about the quality of processes, information, people, systems and objectives. In short, quality is all encompassing is the way of life.The greatest realization in the

Employee Motivation and Effective Job Performance

1342 words - 5 pages reward again. “By providing a reward and clearly communicating its performance based contingency is not only expressing satisfaction with the previous level of performance, but is also communicating expectations about future performance levels. (Korukonda et al., 1989, p.306) Rewarding non-performance or bad performance speaks to the approval of that behavior, likewise, doing nothing for inappropriate behavior is as good as rewarding it. In

Research on Employee and Student Performance

1319 words - 6 pages Discussion The purpose of this study is to inspect the valid and biased predictors of employee and student performance. In this study, we hypothesized that employees and students who were higher on conscientiousness would reserve higher scores on their performance ratings (Hypothesis 1), and raters who were higher on agreeableness would rate higher scores on ratees’ performance (Hypothesis 2). Also, we testified whether there was a difference

Questions and Answers for Managing Employee Performance

1305 words - 6 pages believe it is accurate since managers can directly observe employees work. The disadvantages of using managers as a source of information is that problems can occur. For instance, some managers are unable to oversee employee work and duties. Therefore, mangers cannot truly determine how employees are actually performing at a job. The advantages of using peers as a source of information is because peers are able to observe performance that managers

Performance and Reward Management

3189 words - 13 pages by invoking the perceptions of the employee regarding what seems to work. Engaging the employee allows him/her to feel more hopeful with regard to the future and this enables him/her to reduce defensiveness when negative feedback is given. Enabling employees an active role in the process raises employee satisfaction with the feedback and encourages them towards alternative means so as to improve performance. Employee behaviors contribute towards

Coaching and Performance Management

3445 words - 14 pages reinforce a performance-based organization. Besides benchmarking and delivering an individual goal setting practices for an individual performance evaluation for their relevance to CTS as a best practice to use through the organization (CTS, 2005). Performance Management By definition performance management is taking an integrated, goal-oriented approach to assigning, training, assessing, and rewarding employees’ performance. In order for the

Performance and Career Management

1391 words - 6 pages Performance and Career Management Performance and Career Management � � � Performance appraisal is an important tool for managers and employees. Although appraisals can be subjective, well assembled appraisals encourage remuneration for employees based upon their merit and performance. Performance appraisals are used to improve employees' efforts by helping them to realize and use their full potential when carrying out the

Performance Management and Rewards

3468 words - 14 pages improving performance capacity; performance rating and rewarding for excellent performance. Management of Employee Performance Effectiveness in an organization can be achieved if planning is done in advance. In planning the organization’s performance expectations are set and individual and group’s goals are identified which should aim at accomplishing the organization’s objectives. Employees should be involved in the planning process and involving

Strategic Quality Management and Customer Satisfaction

1940 words - 8 pages success; effectiveness: execute product quality plan, fully leverage key aspects of the environment and efficiency: make the numbers, use best in class supplier/vendor management (Riordan Manufacturing, 2006, Operations, Scorecard PowerPoint).At the same time as Riordan anticipates it will achieve its strategic objectives by using a simple strategic plan: achieve "world class" financial performance, "secure" their 20 top customers and become a

Strategic Quality Management and Customer Satisfaction

1942 words - 8 pages satisfaction by upgrading the employee systems. The Chief Operating Office, Hugh McCauley is ultimately responsible for quality assurance at Riordan Manufacturing, but the employees at Riordan Manufacturing clear lines of responsibility and accountability in the manufacturing of its products. This is shown in two ways: the collective responsibility of staff through the organizational structure; and the individual responsibility of all staff in the

Strategic Quality Management and Customer Satisfaction Paper

2001 words - 8 pages through identifying industry trends. Riordan produces plastic bottles, fans, heart valves, medical stints, and custom plastic parts. With these products, Riordan must ensure they maintain and exceed the ISO 9000 standards. In order to do this, Riordan needs to focus on total quality management, high-performance teams, and linking goals and objectives to quality output initiatives.All too often, a company's management team can become intimidated by

Similar Essays

Job Satisfaction And Employee Motivation Essay

1100 words - 4 pages Job Satisfaction and Employee Motivation Abstract The purpose of this paper is to illustrate how motivation is instilled in the workplace with co-workers and oneself. In addition, objects that make the job satisfying will be discussed. Body Motivation is something that can come and go in an instant. The workplace often can be a fun and enjoyable place, but other times it can be the pit of hell. Not only do most of us cope

Incentive Pay, Employee Performance And Employee Productivity

3052 words - 12 pages incentive plans (encourage for upper management especially for talent retention), behavior encouragement plans (encourage for improving and changing behavior) and referral plans (encourage employees to get good people for an organization). Merit pay plans (pay for performance) can use to improve individual performance. Merit pays determined by employee job performance and if an employee achieves desired level of performance, then they are

Employee Trust And Workplace Performance Essay

2454 words - 10 pages productivity, and product or service quality which is controlled by the employee, but when employees start slowing down their performance to protest with the management, then something is wrong on how things are handled by the owners. According to Brown, McHardy, and Taylor, co-authors of an economic article that pertains to UK workers, employees’ trust are subjective on the four qualities, often called as trust measures, that an effective

Connection Between Job Satisfaction And Job Performance

1605 words - 6 pages produced by individual’s perception of fulfilment of his needs in relation to his work and the surrounding it. (PUSHPAKUMARI, The Impact of Job Satisfaction on Job Performance, 2008). Job satisfaction can be influenced by an employee’s ability to complete required tasks, the level of communication in an organization, and the way management treats employees. If employees feel satisfied with what they are doing or job satisfaction is high, in their work