Tuesday 8 January 2019

Purpose of Performance management

Man is the most important resource in an organization. In operating the Organization, every human being that have different thoughts and behaviors will also result in a difference in performance. Therefore, it is necessary a planning, organizing, and directing the review on performance of employees are commonly refer. To by the term performance management.
So basically, performance management  can be consider as a systematic process. Whereby the organization involves its employees in achieving the mission and goals of the organization. A lot of research that shows that the existence of a close correlation between effective performance management with the achievement of the objectives of the organization.

Understanding Performance according to experts

Before we discuss further with Management performance, we should know what is the performance itself. Here is some sense of performance which in the language of the United Kingdom referred to with this performance. If the Performance can also be defined as the accomplishment of work or deliverable.

The performance is the result of work achieved a person or a group of people within an organization, in accordance with the authority and responsibilities of each, in order to achieve the purpose of efforts the Organization in question legally, does not violate the law and in accordance with the moral or ethical.

A performance is the level of achievement or the work of someone from the target to be achieved or a task that must be carried out in a certain period of time.

The performance is judging how someone has worked compared to target predetermined.

Basic of the performance management

The following are some definitions or understanding performance management according to the experts.

The performance management is a strategic and integrate approach to delivering successful results in the organization by enhancing. The performance and develop the ability of the team and individuals.

Performance management is a science that blends the art in it. To apply a concept of management which has a level of flexibility. That is representative to realizing the vision and mission of the company by way of applying existing people in the Organization to its full potential.

A performance management is the process of consolidated assessment, goal setting, and development performance into one single system. Which aims at ensuring the performance of employees supports the strategic objective of the company.

The performance management is a management style in managing a resource orient performance process communication in an open and sustainable by creating a shared vision. A strategic approach as well as integrate as the driving force for achieving the objectives of the organization.

Performance management  is a system of companies where managers integrate activity goal setting, monitoring and evaluation, provision of feedback and coaching, and continuous employee award.

Of some definitions and notions of Performance at the top. It can be conclude that it is a process. Whereby managers and employees work together to plan, monitor and review the objective or the targets of the work of their employees. So they can contribute to the overall organization. Performance management is the continuous process of determination goals, assessment of progress and provide guidance and feedback. To ensure that each of their employees fulfill their career goals and objectives.

The Purpose of Employee Performance management

The main objective of performance management as a whole is to ensure all elements of the organization or company is collaborating in the Organization. To achieve the objectives of the integrated. Whereas the purpose of performance management in human resource management (MSDM) are as follows:

  1. Assist employees in identifying the knowledge and skills necessary to perform its work efficiently and can also encourage them to do the right tasks in the right way.

  2. Improve the performance of employees by encouraging employee empowerment, motivation mechanism and application of rewards (rewards) effectively.

  3. Improve the system of two-way communication between Supervisors/Managers and employees. To be able to clarify expectations (expectations) of the company regarding the role and accountability of the employee. In performing the work, communicate goals and functional organizations and provide feedback on a regular and transparent. So as to improve the performance of employees and ongoing coaching.

  4. Identify obstacles to effective performance and resolve these obstacles through monitoring, coaching and development.

  5. Creating the basis for a number of administrative decisions regarding strategic planning, succession planning (succession planning), promotion, compensation and waging that based on performance.

  6. Improve employee personal self-development and advancement in career employees by helping them acquire the knowledge and skills that are desire.

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