Performance Management Issues
Introduction
Many organizations are affected by various issues in employees’ performance management.
Performance management issues entail the problems associated with supervisors’ ability and
strategies to evaluate and manage how employees perform in the organization. There are various
factors which lead to issues in the management of performance such as lack of a clear strategy,
lack of established goals, lack of consistency, and lack of credibility of the supervisors (Van
Dooren etal., 2015). Arguably, for an organization to properly manage the performance of its
employees, it must establish strategies and mechanisms for alleviating these issues.
The concept of performance management
Performance management entails a continuous process where supervisor and employees
communicate throughout a certain period of time, usually a year. Moreover, it helps in assisting
the employees to accomplish the organization’s goals and objectives, and the strategic plan. This
process entails expectations clarification, goals identification and objectives setting, feedback
provision, reviewing the results. In addition, the process of performance management is a cycle
which varies from one year to another (Van Dooren etal., 2015). This variation depends on the
changing organizational objectives and strategies.
Performance management is viewed as a communication system which is established to help the
employees in realizing their intended goals and objectives in their job. Furthermore, it does not
need supervisors’ and managers’ direction but it also requires employees’ participation.
Additionally, it ensures that the employees are identified with their prime job functions and are
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aware of the level of performance expected. Also, supervisors and managers provide continuous
feedback to the employees’ performance. Management of employees’ performance provides
them with chance for training and development of their knowledge and skills (Van Dooren etal.,
2015). Moreover, the employees are rated according to their performance level and rewarded
appropriately, fairly and justly.
Types of Performance Management Plans
Performance of employees is managed according to various plans or methods. An organization
should device appropriate plans which will effectively assist the employees in attaining their
goals. Performance may be management through the following plans. The check-in performance
management plan entails concentrating on the individual employee needs rather than the
organization. The supervisor identifies what the employee wants to perform (Van Dooren etal.,
2015). The supervisor then offers training and development to make sure that the employee
acquires the expertise they need. In the reflection management plan, the manager reflects the
previous plans by the organization then evaluate their effects. If they were more beneficial, the
organization offers similar performance management technique. Moreover, the organization may
conduct a yearly review of the employee’s performance. This plan helps to identify factors which
facilitated employee’s good or poor performance.
Plans’ Impact on the Employee and the Organization
The way the organization plans how to manage the performance of its employees affects both the
organization and employees. When the employees are affected positively by the performance
management plans, the organization benefits significantly. For instance, use of reflective plan
ensures that the organization does not change the way it was performing. Additionally, use of
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check-in plan ensures that the employees benefit from acquiring training (Masum etal., 2016).
Employees then utilize these skills to enhance production in the organization.
A Relationship between Performance Management and Compensation
There is a close relationship between employee performance management and compensation.
Performance management is a process which helps the employees to realize their intended goals
and objectives. It offers training and development for improvement of skills needed to complete
tasks (Masum etal., 2016). Performance management is conducted continuously by the managers
and supervisors to achieve the long-term organization’s goals and strategic management.
On the other hand, compensation entails rewarding the employees for work done. There are
different forms of employee compensation. Salaries and wages constitute the employee
compensation. Every employee is entitled to a certain payment at the end of an agreed period of
time. Salaries are constant regardless of how the employee performed. There are other types of
compensation used as motivation, and reward for a specific accomplished task. Such rewards
include commissions, overtime payments, and bonuses. These rewards are offered when the
employees exceed the required targets and scheduled time. Additionally, meal, travel and
housing allowances are offered to motivate or increase the employees’ morale. Through the
process of employee management; the managers compensate the employees after attaining the
specified goals and objectives (Masum etal., 2016). Unless the employees’ performance is
managed, the goals of the organization can never be attained. This compensation will not be
provided.
Implementing Performance Management within an Organization
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Organizations need to implement successful performance management so that they achieve the
intended goals and objectives. Various factors should be considered when an organization is
implementing a performance management. Identifying the job descriptions of each employee
will help in the implementation of a successful performance management. Organizations should
have knowledge of every employee’s area of expertise and the job requirement in order to
provide needed training and development. Additionally, while implementing performance
management, the organization should consider the strategic plan (Masum etal., 2016). This
enables the organization to plan for a changed approach in realizing its vision. Moreover, the
organization has to offer education to managers and supervisors. To conduct a good performance
management the supervisors must have the skills and knowledge required. Training them will
have a positive impact on the performance management implementation (Masum etal., 2016).
Furthermore, a successful performance management should constitute development programs
and compensation for employees.
Conclusion
Performance management plays a very important role in the success of an organization.
Employee training and development ensures that they deliver what is required by the
organization. Evidently, compensation motivates employees to perform their duties effectively
and efficiently. Moreover, implementation of successful performance management leads to the
realization of organizational goals and strategic plan.
