Performance in business. Performance Management is a continuous process

Performance
management has become an important tool for success in business. Performance
Management is a continuous process to observe, evaluate and develop each
employee’s performance and to link individual goals to business goals.  Performance management is a process by which
managers and employees work together to plan, monitor and review an employees
work objectives and overall contribution to the organization. The fundamental
goal of performance management and improve employee effectiveness.

 

Organizations
are in need for minimum or no error work processes and even a slightest mistake
by an employee at times results into serious problems. Every organizations sets
up a work environment easy enough for them to excel and perform. It is often
observed that there are many factors in the working arena that either boosts up
performance but there are also  major
issues that create a distressing climate and thereby affect an employee’s
performance negatively.

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Some
of these major issues are as follows:

Compensation Package

Employees
join an organization not only to use their creative desires but more often they
join for  their financial goals. Which is
why  each expects to get  a compensation package that not only helps an
employee to fulfill his needs but also his desire to achieve social ambitions.
But due to organizations restrictive pay package policies, employees feel unsatisfied
with their current packages with no scope of a raise to match his/her expectations.
Then dissatisfaction is observed in the behavior when it comes to additional
task or a challenging task.

Work life balance

It
is important to understand that work life balance does not mean to spend  an equal amount of time to paid works and non
paid works and stress emerges when an individual either keeps his professional
work or his personal work pending. This stress causes the employess to get
confused and make him/her unable to concentrate which affects the their
performance. Hence haveing a work life balance is important as it helps in
improvement of performance and Job satisfaction.

Training and Development

Training
is simply, the upgrading of a person’s skill or the addition of a new skill,
which in turn can bring out the desired change, an organization is seeking.
Employee training and development activities are intended to improve
performance. training and development of the employees has direct contributions
in the high achievements of the organizations which shows better performance.
Training increases the organizational performance as predicted by many
researches (Peteraf, 1993; Niazi, 2011).

Poor
Communication

While good
communication can improve teamwork, poor communication is a barrier to
developing a productive work atmosphere. Staff members who will not
communicate, or are unaware of the proper communication to use within the team,
can create breakdowns that restrict  team
development. Managers need to be aware of the problems of team communication,
and be able to identify when poor communication is inbetween the group’s
success.

 

Lack of Managerial Involvement

Managers create teams of
qualified staff members in order to complete predetermined tasks or projects.
But when the manager cannot find the time to be involved in the team’s
execution of its duties, the ability to create an atmosphere of effective
teamwork is threatened. Every team needs a leader, and when the leader is not
present to delegate responsibility and act as a resource to team members, then
the team will not be able to properly develop.

 

Multitasking

Multitasking is the act of
performing more than one duty at once. With access to technology at work,
employees can feel that it’s necessary to check e-mail, answer customer calls
and send text messages at the same time. Multitasking is a barrier to
productivity because it can prohibit an employee from remembering important
information and, instead, grasping unnecessary details that distract from
satisfactorily performing the job duties. Another barrier caused by
multitasking is the amount of stress an employee feels when faced with many
uncompleted duties. Stress can result in employee absences and disability
claims.

 

 

One way to remove barriers to workplace
productivity is to specify performance expectations for all employees. When
hiring, new workers should be given a performance plan that describes their
most important duties in detail and how they should be completed. This form of
communication leaves no doubt about how your staff’s productivity will be
evaluated and eliminates unintentional inconsistencies. In addition, if
employees understand which tasks are priorities, they can focus on fulfilling
requirements and not attempt to perform several duties at once. If applied
consistently, appraisals that accurately reflect an employee’s performance
based on the job plan can motivate employees to continue to be productive or to
improve for their own benefit and that of the company.

Managers

The
basic question arises, “What do Managers do?” Some have attempted to define
that a Manager’s job include the use of such words as leader, motivator,
coordinator, professional, or organizer, and some simply say “they manage”.
However, there are many different types of managers in the organization with
varying tasks and responsibilities. First, the Executive Manager termed “top
management”. This small group of individuals makes up the highest level of
management. Managers who hold these positions are responsible for interacting
with representatives of the external environment. The middle-level managers—-
the responsibilities of these managers include translating executive orders
into operations, implementing plans and directly supervising lower level
managers. Thirdly, the first-line managers are responsible for directing
first-line non supervisory employees. Additional duties include evaluations of
day-to-day performance indicators such as volume produced, quality control,
inventory etc.

A
second way of describing types of managers is to distinguish between line and
staff responsibilities. A staff manager’s responsibilities and duties is to
support the activities of Line managers. The approach to management suggests
that the manager’s job can be studied from at least three perspectives, i.e. in
terms of technical skills, human skills and conceptual skills. Managers in all
types of organization are continuously faced with the fact that vast
differences exists in the performances of individual employees.