Contemporary performance management practice in global context


Contemporary performance management practice in global context



   Festing & Barzantny, (2008) described that the Performance Management (PM) is a spiral process in which performance will be improved and evaluated continuously. And also it based on clearly defined criteria which aligned to the business strategy of the organization. The overall objective of a PM system is to improve the performance of an organization or a business unit. PM is an unbroken process of improving performance. And also it is a process of setting goals that are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing progress, and developing the knowledge, skills and abilities of people (Armstrong, 2016)
According to the research made by Bedford & Malmi (2009), throughout 400 of industries in Australia such as Agriculture, mining, construction, manufacturing, transport, wholesale, finance, insurance, real estate and services, suggest that within the performance management systems of strong performance organizations, strategy is planned formally,after Strategic objectives and plans are  implemented through a combination of budgets and performance measureing systems.
Microsoft encourages managers to give employees more timely feedback based on the rhythm of their business units and cut off forced timelines for performance management. In addition, the company abolished the practice of giving a pre-determined target distribution of bonuses
In twenty first century, PM plays significant role in HRM. Every Human Resource function contributes to PM, Performance appraisal plays more significant role. Whereas performance appraisal occurs at a specific time, PM is a dynamic, ongoing, continuous process. Each and every person of an organization, is the part of the PM system. Training, appraisal and reward has a strong combination in order to ensure the continuous organizational effectiveness. With PM, the effort of each and every employee should be directed toward achieving strategic goals. Training is very essential in order to improve skills of the employee. As well as training has a strong connection with PM while concentrating with achieving organizational effectiveness. In addition, pay and performance are directly related to achieving organizational goals.
CEO of Reward systems inc said that, Performance management is the single largest contributor to organizational effectiveness. Organizations need to integrate the company’s mission, vision, and values into their performance management systems.
Tiawati (2014) stated that, With to proper use, performance management organizations  will  get remarkable benefits, particularly in the management practices in public organization in the developing countries.

 References


Armstrong, M. (2016). Handbook of Management and Leadership for HR: Developing effective people skills for better leadership and management. 4 th edition ed. s.l.: Philadelphia: Kogan Page.

Bedford, D. & Malmi, T. (2009). Best practice in performance management. A collaborative research project between CPA Australia and the University of Technology, Sydney (UTS), pp. 10-17.

Festing & Barzantny, (2008). A comparative approach to performance management in France & Germany: the impact of the European and the country -specific environment.. Europian journal of international Management, Volume 2, pp. 208-228.

tiawati, Z. (2014). Performance Management System: The Practices in the Public Organization in the Developing Countries. Information and Knowledge Management, Volume vol 3, no.4, pp. 126-135.

Comments

  1. darshanaJuly 5, 2018 at 4:54 AM

    Good detailed essay, keep it up

    ReplyDelete
  2. darshanaJuly 5, 2018 at 5:00 AM

    Good detailed essay, keep it up

    ReplyDelete
  3. AnonymousJuly 5, 2018 at 8:43 AM

    Well organised essay, well done Upul

    ReplyDelete
  4. Shanuka HerathJuly 5, 2018 at 9:14 AM

    Good referencing and rich content. Good job done.

    ReplyDelete
  5. SachithraJuly 5, 2018 at 9:36 AM

    Well structured essay with a rich content. Good job.

    ReplyDelete
  6. UnknownJuly 5, 2018 at 10:09 AM

    Sound essay, Microsoft example added more colour to this... keep up the good work

    ReplyDelete
  7. UnknownJuly 5, 2018 at 10:12 AM

    Good references & seems like you have referred good article keep it up...

    ReplyDelete
  8. asJuly 5, 2018 at 6:44 PM

    it is well-managed in terms of newly -updated referncing

    ReplyDelete
  9. Sachie HennadigeJuly 6, 2018 at 1:59 AM

    great article with very understanding examples.

    ReplyDelete

Post a Comment

Popular posts from this blog

Grievance Handling; as a challenge today

Image
Grievance Handling; as a challenge today Grievance should be pertaining to work. It is a feeling on unfairness of a work place and more deep-rooted than a complaint. Each and every employee of an organization have certain objectives which he thinks must be full filled by the organization they are work for. When the organizations fail to come to the expected level, employees develop a feeling of dissatisfaction. At the time of feeling something is unfair in the organization, employees are said to have a grievance. Armstrong.M (2009) stated that, with the development of human resource procedures, covering grievance handling, discipline, promotion and equal opportunities redundancy and ensuring that they are implemented fairly and consistently.  Grievances can be divided in to two sectors. The general grievance and the Individual grievance. The general grievance is a grievance that affects of two or more employees. As an example, retrenchment process that could involve
Read more

Workforce Diversity Management: Biggest Challenge For 21st Century Organizations

Image
Workforce Diversity Management: Biggest Challenge For 21st Century Organizations   In changing world, we all are live in an increasingly multicultural society. In order to adopt with competitor world, organizations realize the need of immediate action to establish and manage diverse workforce in their work place. According to   Bedi (2014) Workplace diversity is the issue of people, focus on the differences and similarities that people bring to an organization. Today, in 21 st century Organizations realize that, diversity of work force is not just something to deal with. It creates stronger and more competitive enterprise. Workforce diversity is basically described with differences and similarities in various characteristics, such as gender, age, heritage, ethnic, disabilities and physical abilities, race and sexual orientation among the employees of the organization. Workforce diversity is a pragmatic business strategy that focuses on maximizing the productivity, c
Read more

The impact of organizational culture in contemporary context

Image
The impact of organizational culture in contemporary context Organizational culture includes its expectations, philosophy, experiences and values and also asserting organization’s self-image, future expectations, and interaction with competitor world. Each organizations has their own exclusive organizational culture which stems from the vision of their leaders. The unique personality of an organization is referred to as its culture. It is not visible, but it has strong power to influence on employees of an Organization. Watkins (2013) Stated that Culture is consistent, observable patterns of behavior in organizations. In order to achieve Organizational overall objectives and competitive advantages, individuals or the employees of an Organization need supportive organizational culture. The talent of the employees would be considered as backbone of an organization. Awadh & Saad (2013) argued that, throughout the establishment of strong culture of an organiz
Read more