Adopt a contemporary performance management system †Free Samples

Question: Discuss about the Adopt a contemporary performance management system. Answer: Introduction The report helps in analyzing the concept of performance management in the organization. The organization that has been selected in our report is Canadian University of Dubai. The proper analysis is required to be done on the different techniques as well as strategies of the human resource management. The issues pertaining to HR will be discussed in the report, as this will help in rectifying the solution in an effectual manner. The main aim and purpose of the report is to understand the concept of the performance management system along with the aims of the performance management. The different concerns relating to performance management has to be identified in an effectual manner. Definition of Performance Management The process of performance management is defined as wherein the organization manages the performance in relation to the functional and corporate objectives and strategies. The main objective of the entire process of performance management is to provide pro-active loop system that is closed in nature wherein the functional along with corporate strategies are deployed in the different activities and tasks . Ambition and objectives of Performance Management System To help in order to achieve the sustainable kind of improvements in the performance of the organizations To act as the lever of change in the development of culture that is more performance oriented To help in increasing the commitment along with motivation of the different employees To enable the different kind of individuals in order to develop the abilities along with increase the job satisfaction as this will benefit the organization To enhance the entire development of team performance and cohesion To provide different kind of opportunities for the different individuals as this will help in expressing the expectations and aspirations for the task Principles of Performance Management There are different kinds of principles of the performance management that can be applied by different organizations as to achieve he different goals and strategies in an effective manner. The principles are as follows: It helps in translating the different goals into teams, divisional and individual goals It helps in clarifying the goals that are corporate in nature It is evolutionary and continuous process wherein the performance improves over time It helps in encouraging the self-management of individual performance in an effective manner It helps in assessing along with measuring the performance jointly with the goals that is agreed in nature Concerns relating to performance management The performance management is concerned with the improvement of the performance, as this will help them in achieving the individual and organizational effectiveness. As stated by Sharma and Agarwal, (2016), organizations require to get and perform the right things in a successful manner. Factor affected by the performance management Performance appraisal is one of the factors that affect the performance management system wherein this will help in solving the different kind of inequalities in the organization named Canadian University of Dubai. Proper system of performance appraisal such as 360-degree appraisal along with other methods has to be implemented by the company as this will help in solving the different issues in the organization. Factor that affect the performance management Top management of Canadian University of Dubai has to be analyzed wherein the top management officials has huge importance in the university. The top management of the company has to implement different kind of performance appraisal techniques wherein this will help in solving the different queries in an effectual manner. Job performance is the other factor that is hugely affected by the performance appraisal as this will help the company in gaining knowledge on the performance of the individuals in an effectual manner. The job performance of the employees will help in developing the different skills as this will help in improving the performance effectually. Productivity is the other option that has to be analyzed by top officials of the company wherein this will increase the productivity and this will assist in increasing the motivation factor that has to be provided to the employees. Secondly, the performance management is concerned with the development of the employees and the improvement in performance is not achievable in an effective manner. There has to be continuous amount of development, as this will help in improving the performance. The entire performance management is known as performance development management. Thirdly, the performance management is concerned with satisfying the different needs and wants of the stakeholders of the organization. The stakeholders include the employees, suppliers, public and the owners of the organizations. It can be seen that the employees are treated as the partners of the organization and the opinions provided by them are listed in an effective manner as well. The performance management requires listing the different needs of the individuals. Finally, performance management is concerned with involvement and communication. It helps in creating wherein dialogue between managers and employees as this helps them in defining expectations and shared information on the different views in the organization (Behery, Jabeen Parakandi, 2014). Benefits of Performance Management Performance Management has created benefits to the different organizations, managers along with other individuals in the following manner: For the organization It helps in aligning individual, team and corporate objectives It helps in improving the performance It helps in motivating the individuals in an effective manner It helps in increasing the commitment and retaining the skilled employees It helps in supporting the different culture and change programs For the Managers It helps in providing basis for clarifying the behavior and performance expectations It helps in improving individual and team performance in an effective manner It helps in providing basis for helping the managers along with non financial rewards to the different staffs It helps in providing developing and coaching the individuals For the Individuals It helps in providing clarity for the different objectives and roles It helps in encouraging and supporting to perform in an effective manner It helps in providing guidance along with help in developing different performance and abilities It provide different opportunities to spend the quality time with the managers Process of Managing Performance in organizations According to Sharma and Agarwal, (2016), managing the performance is defined as running the entire business in an effective manner. It is not set of different kind of techniques that helps in supporting the corporate strategy formulation, as this will monitor the value kind of drivers. The different aspects are as follows: Functionality Job design Organizational Development Context and culture of organization Requirement of effective performance management It helps in identification of the different parameters of the performance and setting the standards of performance It helps in planning in different ways that is participative in nature that is appropriate in nature It helps in planning performance activities related to development It helps in identification of the different competencies along with competency gap that will hinder the performance Contribution of performance management system Motivation to perform is increased is one of the contributions wherein receiving the feedback helps in increasing the future performance of the company in an effective manner. The recognition for the pasts success helps in providing fuel for the different future accomplishments. Increase in the self-esteem is the other contribution wherein receiving feedback about the skills of performance helps in fulfilling basic needs of the humans as this will be valued at work. This will help in increasing the self esteem of the individuals in the organizations who are working towards the success of the organization Managers gain insight relating to the subordinates is the other contribution wherein managers along with direct supervisors help in gaining new insights into the person who will be promoted. The supervisors will be helping in understanding the contribution of the individuals. Disadvantages of Performance Management Increased rate of turnover is one of the disadvantages of performance management as when the process is not fair in nature then the employees can leave the organization Lowered Self-Esteem is the other demerit wherein the feedback that is provided is in inaccurate and inappropriate in nature. This can create resentment among the employees Damaged relationships are the other demerit wherein as a result of system that is deficit in nature the relationship among the different individuals will be damaged and it can be permanently in nature as well Literature Review on Performance Management According to Heinrich and Cleveland, (2015), performance management practices are the study of performance development study in an effective manner. It helps in proving that the different successful companies realize that the performance management is the critical kind of business tool that helps in translating the different kind of strategies into results in an effective manner. According to Chandler, (2016), the common and most general weakness in implementation of performance management system is that it is mainly focusing on the structural side. Katane Dube, (2017) argues that the proper implementation requires attention is on the behavioral side and it is necessary in nature as this is driven to achieve the different kind of desired objectives in an effectual manner. The author stated that both the behavioral and structural side of the performance management is necessary in nature, as this will help in influencing the performance management system in an effective manner. Sukumar Rao, (2017) commented that high level of performance is achievable in an effective manner in different ways that are rational and humanistic process as the perspectives. As per the humanistic approach, the high performance is attributed to the investment in the softer people approach in the organizational life. With the help of valuing, developing and empowering the different employees, the different organizations can help in achieving the high level of performance in an effectual manner. The emphasis is the other key element of the culture of organization as it is the key element of the success or failure in the organization in an effective manner. Kraiger, (2014) stated that the entire impact of the performance management on the success of the organization helps in substantiating that the system of performance management has huge and significant impact on the financial productivity along with performance. There are different models that have attempted in order to understand the different policies of HR and this will have huge impact on the performance of the organization. There are different models that help in identifying the different business objectives, as this will help in long-term sustainable success. The major focus on the research will be on different processes that will help in contributing towards the success of the organization in an effectual manner. Blanchard Muchnick, (2013) stated that competitiveness is one of the major issues in the performance management program of the different organizations. The competitiveness is required to be maintained in an effective manner, as this will help in understanding the productivity of the organization. He further stated that setting of goals in the organization helps in improving the performance of the organization along with different other benefits such as improving the job satisfaction and it would enhance the job satisfaction through attainment of the goals. As per Saha Goyal, (2017) the performance appraisal helps in providing different kind of mechanism as this will help in providing effective kind of feedback, as this will help in achieving the goals of the company in a successful manner. Conclusion Therefore, it can be concluded that performance management is essential in nature in different kind of organizations, employees and the managers. Performance management helps in aligning individual, corporate and team objectives in an effective manner as this will help in increasing the revenues of the company. Moreover, performance management helps in improving the individual performance and it is developed in an effective manner. For the different employees in different organizations. References Behery, M., Jabeen, F., Parakandi, M. (2014). Adopting a contemporary performance management system: A fast-growth small-to-medium enterprise (FGSME) in the UAE.International Journal of Productivity and Performance Management,63(1), 22-43. (The article includes the different kind of adoption of performance management system effectively and in an appropriate manner. The performance management activities have been included as well that will help in providing proper view of the same as well) Blanchard, K. H., Muchnick, M. (2013).The leadership pill: The missing ingredient in motivating people today. Simon and Schuster. (The article includes the different kind of the leadership skills that is required in order to analyze performance management system) Chandler, M. T. (2016).How Performance Management Is Killing Performanceand What to Do About It: Rethink, Redesign, Reboot. Berrett-Koehler Publishers. (The article includes the reasons wherein the performance management is killing the performance of the organization and this includes the rethink and redesign processes as well) Heinrich, C. J., Cleveland, H. (2015). The Role of Performance Management in Good Governance.The Political Economy of Good Governance, 15. (The article discusses about the role of the performance management system in the good governance. The role has been described effectually with the implication of good governance) Katane, J., Dube, S. (2017). The influence of organizational culture and project management maturity in virtual project teams.Cell,72(398), 4764. (The influence of the organizational culture has been discussed that is required in the project performance of the teams) Kraiger, K., Passmore, J., Dos Santos, N. R., Malvezzi, S. (Eds.). (2014).The Wiley Blackwell handbook of the psychology of training, development, and performance improvement. John Wiley Sons. (The article discusses about the training and development related to performance management system. The performance management has been discussed with the training and development related activities of the employees) Maimela, E. M., Samuel, M. O. (2016). Perception of performance management system by academic staff in an open distance learning higher education environment.SA Journal of Human Resource Management,14(1), 1-11. (This article includes the perception of the performance management of the academic staffs in the education kind of environment. From this reading, proper analysis has been done in relation to HRM) Saha, R. K., Goyal, S. (2017). Performance Indicators for Benchmarking of Internal Supply Chain Management.World Academy of Science, Engineering and Technology, International Journal of Social, Behavioral, Educational, Economic, Business and Industrial Engineering,11(7), 1967-1971. (The different kind of performance indicators has been discussed in the journal that includes the internal supply chain management theories as well that provides the readers about the social behavioral and educational performance management theories as well) Sharma, N. P., Sharma, T., Agarwal, M. N. (2016). Measuring employee perception of performance management system effectiveness: Conceptualization and scale development.Employee Relations,38(2), 224-247. (The article includes the different effectiveness of the performance management system and this helps in measuring the perception of the employees and it has included different employee relations as well) Sukumar Rao, M. S. (2017). Integrated Performance Management.The Journal of Government Financial Management,66(2), 54. (The journal is relating to the integrated performance management activities that helps in understanding the issues that are faced by the organizations. The performance management activities have been divided accordingly that helps in receiving knowledge on the performance management related activities)