According to International
Recruitment Survey (2003) the aims of performance management are as follows:
·
Empowering, motivating and rewarding employees
to do their best
·
Focusing employee’s tasks on the right things
and doing them right. Aligning everyone’s individual goals of the organization
·
Productively managing and resourcing performance
against agreed accountability and objectives
·
The process and behaviours by which managers
manage the performance of their people to deliver
a high –achieving
organization and
·
Maximizing the potential of individuals and
teams to benefits themselves and the organization, focusing on achievement of
their objectives. The process of performance management provides an excellent
opportunity to identify development needs during planning and monitoring of
work, deficiencies in performance become evident and can be addressed. Areas
for improving performance also stand out, and action can be taken to help
successful employee’s improve even further.
Developing employees is more than
just training employees. It covers every
effort to foster learning which happens on the job every day. When
organizations focus on developing their employee’s capacity to perform rather than
just training them, employees will be able to adopt to a variety a situation,
which is vital for the survival, well-being, and goal achievement of
individuals as well as organization. Providing employees with training and
development opportunities encourages good performance, strengthens job-related
skills and competencies, and helps employees to keep up with changes in the
workplace, such as the introduction of new technology (United State Department
of the Interior, 2004).
A research conducted by Chartered
Institute of Personnel Development (1997), and another by Armstrong and Baron
(1998), viewed performance management as:
·
A management tool which helps managers to
manage.
·
Driven by corporate purpose and values
·
To obtain solutions that work
·
Only interested in things you can do something
about, and get a visible improvement
·
Focus on changing behaviour rather than
paperwork
·
It’s about how we manage people-it is not a
system
·
Performance management is what managers do: a
natural process of management
·
Based on accepted principles but operate
flexibly
·
Success depends on what the organization is and
needs to be in its performance culture
Based on the above views,
performance management could be said to be every thing that has to do with
organization’s plans and polices that are focused in getting the best from the
employees. It is a success or improvement seeking process which is aimed at
integrating employees with the organization. It is worthy to note that
performance management is wider than performance appraisal.