Basically,
performance management using past performance in order to improved future
performance and also as an ongoing process of identifying, evaluating and
developing the job performance of employees so that the goals and objectives of
the organizations will be achieved successfully. In while, performance management systems not
only have information of employee performance but it is a system that consist
data of internal organization includes of rewards, staffing, training and
development and career development. Even though there is various employee
performance but data of each employee are specific based on their performance. So,
HR manager can easily detect the employees that performed well or not in their
jobs. HR manager also can evaluate job performance of each employee and the
reward system that they should received based on the performance.
Performance management
system give benefits to organization by ensuring each of activities or works of
employees are aligned and can achieve organizational goals. It is because both
organization and employees performance are related to each other
In addition, performance
management systems consists many scopes of activities includes continual
feedback, both managers and employees can review the performance together to
make new goals and development objectives and also for coaching activities. There
are several characteristics of performance management systems:
v
Employees
goals must be align with mission and vision of organization
v
Performance
of employees must supports and related with organization performance objectives
v
Continuously
review and look up the feedback on individual and organization performance
Besides
that, performance management systems are essential to the organizational
performance because
v
It
help organization to develop the performance culture
v
To
make sure the employees performance goals must align with organization
strategic goal
v
To
improve the employees performance if it does not achieve target performance of
organization
v
To
investigates the qualified employees for the promotion (succession planning)
v
To
identify the relationship between pay and employees performance
v
It
can acts as a tool for the organization to achieve transformation
BIBLIOGRAPHY
Bandaranayake, D. D. (2001). Assessing
Performance Management of Human Resources .
Wollongong, U. o. (2009, Septermber).
Recommendations for implementing performance management systems in organizations.
No comments:
Post a Comment