In one organization, even the employees had attended the training to
develop themselves with knowledge, skills and ability, but how we know that the
employee is competent or not? Can we measure the desire and expected performance
of the employees and identify the performance of the employees? Therefore, that
is why the reason of performance management system is exists to help an
organization to measure the performance of the employees.
Before
that, we should understand what is the different between performance,
performance management, and performance management system? There are a lot of
people confuse about this three terms. According to Skrivastava (2005),
performance is a behavior or action that taken by one’s to perform or respond
to specific problem so the problem can be solved. In the other hand,
performance management is a systematic process of measuring the employees in an
organization and develops certain employees in order to achieve the goals of
the organization (Johnson, 2009). The last one is performance management system
which also measures the employees’ performance by using the technology such as
system in computer.
In
my opinion, performance management is very important because the employees that
have low performance will affect the productivity of the organization. If the
employee is not competent enough, he or she should be send to the training and
develop his or her skill, knowledge and ability. The performance management
system can helps an organization a lot because can easily identify the
performance of employees in more accurate statistical information.
Performance
management has five stages. The five stages are plan, monitor, develop, review,
and reward. In the first stage, organization has to plan the goal and the
result that expected from the employees. The second stage is monitoring the
performance of the employee by giving feedback to the employee in two way
communication. The next stage is reviewing the overall performance of the
employees in rate the employees. At last, employees that has good performance
should be rewarded such as monetary, non-monetary or recognition.
In my opinion, I
think this system is a key factor used in
determining whether an organization can manage its human resources and talent
effectively. This system provides information on who should be
trained and in what area, which employees should be rewarded and what type of
skills are lacking at the organization or unit level.
References :
1. Johnson, R. L. , Penny, J. A. , and
Gordon, B. (2009). Assessing Performance: Designing Scoring, and
Validating Performance Tasks. Guilford Press: New York.
2. Skrivastava, D. K. (2005). Strategies
for Performance Management. Excel Books: New Delhi.
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