PERFORMANCE MANAGEMENT

  (Peterson,)

Defining Performance

According to Maila (2006), "performance" refers to the act of doing something, including using objects, paying attention to circumstances, processing information, communicating, and producing results. Performance is the actual effort carried out to guarantee that a company fulfills its objective. In conclusion, inputs, conditions, process components, outputs, outcomes, and feedback are all included in performance.

According to Maila (2006), the performance's end result should be assessed in terms of four elements: quantity, quality, cost or risk factors, and time. Since it is possible to claim that a product may exist in any form, whether excellent or dreadful, measurement is required, the idea of measuring the final product has gained widespread support. (What Is Performance Management? 2018)

What is performance management?

According to Armstrong and Baron in 1998, it is a "strategic and integrated approach to delivering lasting success to organizations by raising the performance of the people who work in them and by expanding the capacities of teams and individual contributors."(Williams, 2002, as cited by Maila, 2006:13)

Moreover Performance management is a method for coordinating the supervision of employee and organizational performance. (Williams, 2002, as cited by Maila, 2006:13).

Also According to the U.S. Office of Personnel Management, performance management is "the systematic process through which an agency incorporates its personnel, as individuals and members of a group, in increasing organizational effectiveness in the attainment of agency mission and goals" 

In order to manage and improve the performance of both individuals and the organization, Fletcher defines performance management as "an approach to creating a shared understanding of the purpose and goals of the organization, helping each individual employee to understand and recognize their part in contributing to them" (1992). He suggests that the approach also involve creating the organization's goals and mission in order to make sure that both employers and workers are completely aware of the plans and ambitions of the firm. Additionally, this tactic may help employees perform better, reward them for it, and advance their careers.(Williams, 2002, as cited by Maila, 2006:13)

"Performance management is a strategy for enhancing outcomes from the organization, teams, and individuals by assessing and monitoring performance within an agreed-upon framework of set goals, standards, and requirements for competences and attributes," according to Michael Armstrong (1994). It is a method of personnel management and development that raises the possibility of achieving both immediate and long-term objectives. It is a method for developing consensus on what has to be done.

With the objective of achieving a goal at the individual and organizational levels, performance management is a continual process between workers and supervisors that involves agreement on the activity to be performed, how it should be monitored, and within what duration. To come up with this definition, the researcher used several widely used terms.(Doris, 1994:160)

The process of finding, monitoring, measuring, documenting, and developing a person's job-relevant strengths and weaknesses is called performance management. Performance management offers the capability to evaluate and take stock of the organization's human resources. Additionally, it provides information for making important decisions and criticism for staff development.(Doris, 1994:160).

It allows management the ability to engage with staff, set clear expectations, and take an active role in each employee's development. It provides the business with the opportunity to speak with workers about their work performance and future career goals (Doris, 1994:161).

Performance, according to Armstrong (1994), is also a method for establishing a shared knowledge of what needs to be done as well as a method for leading and developing people in a way that enhances the possibility that it will be completed in the short and long terms. By analyzing and controlling performance within an established framework of predetermined objectives, it focuses on enhancing performance through better results from the organization, team, and individual.(Doris, 1994:161)

According to the IRS Management Review in 1996, performance management is a technique for transforming corporate goals into attainable objectives that cascade down across the company to get the greatest outcomes. Because it is a continuous process, performance changes and improves over time. Instead of using control or coercion, it relies on consensus and cooperation, and it promotes self-management of individual performance.(Doris, 1994:161)

Performance management is a continuous dialogue that takes place in collaboration between an employee and their direct supervisor. It entails setting up clear expectations and a mutual agreement regarding:

• The essential job functions the employee is expected to do.
• How the employee’s job contributes to the goals of the organization.
• What “doing the job well” means in concrete terms.
• How employee and supervisor will work together to sustain, improve, or build on existing employee performance.
• How job performance will be measured.
• Identifying barriers to performance and removing them.

(Doris, 1994:163).

References

1.What Is Performance Management? (2018) What Is Performance Management? Available at: https://www.ukessays.com/essays/management/what-is-performance-management-management-essay.php (Accessed: November 6, 2022).

2. Amiri, Mohammad. A Study on Performance Management as a System in BG Shirke Construction Technology Company Ltd, Pune. Diss. Bharati Vidyapeeth, 2016.

3. Armstrong, Michael, and Angela Baron. Performance management: The new realities. London: Institute of Personnel and Development, 1998. 3. Amiri, Mohammad. "of Book: Performance Management as a system in." (2017).