Employee Performance Management

                                    Performance Evaluation and Talent Management Talent management relies on performance management processes to provide a foundation for identifying and rewarding talented people (Rani & Joshi, 2012) .Organization’s Performance and competitive advantage depends on intellectual employees. it is being inevitable for organizations to achieve competitive advantage against competitors  (Anwar, et al., 2014) . Talented people possess special qualities, abilities and talents that enable them to perform effectively. Talent management is the process of identifying, developing, recruiting, retaining and deploying these people (Armstrong, 2009) . Further Talent management refers to the process of developing and integrating new workers, developing and retaining current workers, and attracting highly skilled workers to work for a company  (Rani & Joshi, 2...

  Performance Evaluation and Training & Development Performance management is a continuous process of identifying, measuring and developing performance in organizations by linking each individual’s performance and objectives to the organization's overall mission and goals   (Rodriguez & Walters, 2017) . Continuous process : Performance management is ongoing. It involves a never-ending process of setting goals and objectives, observing performance, and giving and receiving ongoing coaching and feedback   (Rodriguez & Walters, 2017) . Link to mission and goals : Performance management requires that managers ensure that employees’ activities and outputs are corresponding with the organization's goals and ensure performance management therefore creates a direct link between employee performance and organizational goals, and makes the employees’ contribution to the organization explicit   (Rodriguez & Walters, 2017) . Aims of Performance Manageme...

  360 Degree Feed Back and Employee Productivity The success of any organization depends on the quality and characteristics of its employees. The employees become a significant factor in   any organization since   they are the heart of the company (Daoanis, 2012). 360-degree feedback, also known as multi-source feedback, was defined by Ward (1997) as ‘the systematic collection and feedback of performance data on an individual or group derived from a number of the stakeholders on their performance’. It is a process in which someone’s performance is assessed and feedback is given by a number of people, who may include their manager, subordinates, colleagues and customers so that assessments take the form of ratings against various performance dimensions   (Armstrong, 2009) . London and Beatty (1993) have suggested that 360-degree feedback can become a powerful organizational intervention to increase awareness of the importance of aligning leader behavior, work uni...

                                Performance Management and Employee Productivity Performance Management Performance appraisal utilizes to track individual contribution and performance against organizational goals and to identify individual strengths and opportunities for future improvements and assessed whether organizational goals are achieved or serves as basis for the company’s future planning and development   (Daoanis, 2012) . Performance management practices that involves recruitment of employees, training and developing them, employee’s appraisal and developing a feedback system can increase the knowledge, skills and the capability of a firm’s employee meanwhile enhancing their motivation, cutting down malingering and improving maintenance of top performing employees and their productivity   (Carol, 2019) . Performance management focuses on future performance planning ...

  Theories underpin performance Management Performance Management concepts explain its theoretical basis and how it ought to work in practice. Those theories provide framework within which performance processes can be developed, operated and evaluated.  (Michael, 2009) Goal theory, Control theory and social cognitive theory underpinning performance management have need identified by Buchner (2007). Figure 1: Performance Management Theories Source: Armstrong & Taylor (2014) GOAL THEORY Goal theory as developed by Latham and Locke in 1979. He highlights four mechanisms that connect goals to performance outcome. 1.      Direct attention to priorities 2.      Stimulate effort 3.      Challenge people to bring their knowledge and skills to bear to increase their chances of success 4.      More challenging the goal, the more people will draw on their full repertoire of skills. Thi...

Principles and Importance of Performance Management System Well designed and effective appraisal has two important functions. Firstly, it creates clear basis for the ongoing relationship between a team member and their manager. Secondly, it creates as effective performance management system that clarifies the relationship between the individual and organization (FME, 2013) . It can be regarded as a systematic process by which the overall performance of an organization can be improved by improving the performance of individuals within a team framework (Drumm, 2005). The research conducted by Armstrong and Baron (1998,2004) identifies the following principles of performance management system. 1.       It is about the approach of manage people – it’s not a system 2.       Performance Management is natural processes of management and emphasize management job role 3.       Performance management is a management tool t...