Question One: What is performance management?
Performance management refers to a systematic way of managing people for innovation, goal focus, productivity, and satisfaction. It involves the management working hand in hand with the employees to plan and evaluate work objectives and overall contribution by the employee towards the success of the organization. Performance management also refers to a continuous process of identifying, measuring and developing performance in the organization by incorporating individual performance and objectives to the overall business mission and goals. It encompasses activities which lead to effective and efficient management of the organization goal. The primary purpose of performance management is ensuring success in all functional areas.
Question Two: How does performance management approaches relates to performance appraisal?
Performance management approach relates to performance appraisal in various ways. Performance management approaches involve the process of identifying measuring and developing performance in an organization while on the other hand performance appraisal is the ongoing process of evaluating employee performance and their personal views of employee performance over time. Performance management approach is a comprehensive and continuous approach to the administration of the organization, teams, and individuals involving maximum dialogue among them. Performance appraisal is a more limited approach which includes managers making a top-down assessment, a complex bureaucratic system focusing on much paperwork documents and conducted on an annual basis.
Question Three: How do managers formulate human resource strategies?
In formulating organizational human resources strategies, first, managers determines who will be in the process and how they will contribute to the development of the strategies, then they define the business strategy so as to develop strategies that are consistent with the organization. Also, managers should analysis both internal and external environment by using the SWOT analysis to identify factors that can affect the workforce and culture. Besides, managers should identify human resource needs of the company such as the number of employees to be recruited. The next step is to identify the human resource incentives and skills required for example offering training to the existing workforce. Finally, the managers should develop a strategic framework as they consist the long term goals of the organization.
Van Dooren, W., Bouckaert, G., & Halligan, J. (2015). Performance management in the public sector. Routledge.
DeNisi, A., & Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research. Academy of Management Annals, 8(1), 127-179.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.
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