MSG Team's other articles

9769 Human Resource Management Strategies to Diversify the Workforce

HRM Strategies to Promote Diversity can Enhance Organizational Effectiveness A diverse enhances organizational effectiveness by creating a culture of plurality and tolerance that promotes collective decision making through multiple viewpoints that can be used for better decision making. Thus, the HRM or the Human Resources Management strategies must include end-to-end capabilities that promote diversity. This […]

9775 The Hype and Realities of Networking in an Interconnected World and Leveraging Them

What is Six Degrees of Networking and How it Explains the Power of Interconnection We are told repeatedly that networking is the key to success in the corporate world and how many you know, who you know, and how you know them matters a lot. Indeed, right from the business schools who make a virtue […]

10934 Reinvent Yourself at Every Stage of your Career to Stay in the Competitive Race

Students and working professionals have to reinvent themselves at every stage of their student lives and careers. Especially in the context of the ongoing recession where hiring is slow and the competition for jobs is intense, all of us have to continually keep upgrading our skills and becoming more competitive. The simple rules for businesses […]

12707 Challenging Work as a Driver of Employee Engagement

Introduction We often hear the term employee engagement being spoken about in various contexts. We are often told by management experts that engaged employees are a source of sustainable competitive advantage. During earlier periods of organizational theory and practice, it was common for the HR (Human Resources) function to take care of administrative aspects such […]

12701 The Challenges of Designing Effective Compensation Plans

Designing Compensation Plans that are Fair and Reflect the worth of the Employees Jobseekers and aspiring and working professionals as well are usually curious about their employers design compensation plans. Indeed, given the fact that we all work for money as well as other things such as job satisfaction and fulfillment, it is imperative that […]

Search with tags

  • No tags available.

According to Lockett (1992), performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework.

Performance management frameworks are designed with the objective of improving both individual and organizational performance by identifying performance requirements, providing regular feedback and assisting the employees in their career development.

Performance management aims at building a high performance culture for both the individuals and the teams so that they jointly take the responsibility of improving the business processes on a continuous basis and at the same time raise the competence bar by upgrading their own skills within a leadership framework. Its focus is on enabling goal clarity for making people do the right things in the right time. It may be said that the main objective of a performance management system is to achieve the capacity of the employees to the full potential in favor of both the employee and the organization, by defining the expectations in terms of roles, responsibilities and accountabilities, required competencies and the expected behaviors.

The main goal of performance management is to ensure that the organization as a system and its subsystems work together in an integrated fashion for accomplishing optimum results or outcomes.

The major objectives of performance management are discussed below:

  • To enable the employees towards achievement of superior standards of work performance.

  • To help the employees in identifying the knowledge and skills required for performing the job efficiently as this would drive their focus towards performing the right task in the right way.

  • Boosting the performance of the employees by encouraging employee empowerment, motivation and implementation of an effective reward mechanism.

  • Promoting a two way system of communication between the supervisors and the employees for clarifying expectations about the roles and accountabilities, communicating the functional and organizational goals, providing a regular and a transparent feedback for improving employee performance and continuous coaching.

  • Identifying the barriers to effective performance and resolving those barriers through constant monitoring, coaching and development interventions.

  • Creating a basis for several administrative decisions strategic planning, succession planning, promotions and performance based payment.

  • Promoting personal growth and advancement in the career of the employees by helping them in acquiring the desired knowledge and skills.

Some of the key concerns of a performance management system in an organization are:

  • Concerned with the output (the results achieved), outcomes, processes required for reaching the results and also the inputs (knowledge, skills and attitudes).

  • Concerned with measurement of results and review of progress in the achievement of set targets.

  • Concerned with defining business plans in advance for shaping a successful future.

  • Striving for continuous improvement and continuous development by creating a learning culture and an open system.

  • Concerned with establishing a culture of trust and mutual understanding that fosters free flow of communication at all levels in matters such as clarification of expectations and sharing of information on the core values of an organization which binds the team together.

  • Concerned with the provision of procedural fairness and transparency in the process of decision making.

The performance management approach has become an indispensable tool in the hands of the corporates as it ensures that the people uphold the corporate values and tread in the path of accomplishment of the ultimate corporate vision and mission. It is a forward looking process as it involves both the supervisor and also the employee in a process of joint planning and goal setting in the beginning of the year.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Components of Performance Management System

MSG Team

Competency Management Approach for Setting Superior Performance Benchmarks

MSG Team

Benefits of a Performance Management System

MSG Team