“Performance Management.............aims to improve performance in the workplace in order to achieve the organisation’s strategic objectives.” Foot, M. and Hook, C. (2008) (5th edition), Introducing Human Resource Management. London. Prentice Hall. P 239.
Discuss how performance management meets this task and critically evaluate if it is successful in so doing.
The aim of this study is to critically evaluate the function(s) of performance management to organizational performance. The implementation and use of performance management has been a subject of a wide number of studies within the human resources management field. An analysis of if performance management has the effect of helping organizations achieve their goals and objectives. The structure of this study is as follows. It begins with some definitions of performance management, the relationship between strategic objectives alignment and communication within the workplace. Subsequently, the purpose, aim, cycle and processes are discussed. Next, the differentiation between performance management and performance appraisal giving an highlight on personal development reviews and the 360 degree feedback. Also, a look at the role of line managers, training and development, coaching and performance related pay in performance management. Finally, the issues of trust, justice and employee engagement were considered from a critical perspective.
Performance management is a ‘’strategic and integrated approach to delivering sustained success to organizations by improving the performance of people who work in them and by developing the capabilities of teams and individual contributors’’ (Armstrong and Baron 2007). In view of this, performance management seeks to communicate the vision of the organization, set departmental and individual performance goals, conduct a formal review of progress towards set goals and identify training, development and reward outcomes (IPM,...