In organization, constant achieving missions and objectives
are crucial for continual development and improvement in its effectiveness.
Same goes to employees. Employees have to achieve target in order to be
rewarded, recognized and compensated. This often undergoes a systematic performance
management system, PMS. The purpose of designing and implementing a performance
management system is to ensure performance happens by design and not by chance.
A good
performance management system able to communicate organisational goals and
objectives, reinforce individual accountability for meeting those goals, track
individual and organisational performance results from time to time for
continuous development and planning. The stages of performance management
system include planning, monitoring, developing, reviewing, and rewarding. Planning
often engages with goal setting and target planning. Monitoring stage often
done by supervisors in guiding or checking the progress of targets. Developing
often deal with investment of tangible or intangible resources in making the
targets to be achieved. Review has to do with appraisal and critical evaluation
from the result of the development done. Lastly is the rewarding system whereby
a positive performance will receive positive prizes, whereas negative
performance or unachievable target will have to gone through negative
reinforcement-stages. http://www.cnn1.co.za/performance_management_stages.htm
In reviewing
or appraising the performance of employees, there are several performance
indicators related such as job role, toughness, job analysis and
specifications, and so on. Evaluation results are not easy to be rewarded. For positive
performances done, reward, recognitions and compensation will be given as a
motivation increaser. Usually, the positive reinforcers are related payroll,
compensation and benefits, reward and recruitment and staffing units. Anyway,
human are operant learners, more benefits might make them work well next time.
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