The Overview of the Performance Management Process - Paper Sample on Management

Introduction

Performance management process plays an essential role in any business as it maximizes the efficiency the effectiveness through the sum of its part. The major part of performance management process entails controlling the behaviour of performance management process, maximization the efforts of employee and to minimize unproductive downtown. Performance management process is wholly involved factors that activate, maintain and channel fruitful task performance. Ensuring that employees are doing their functions as stipulated cannot be regarded as performance management process. As such, the entire performance management process should focus on its currents situation and provide guidance on how the organization should move forward (Ana-Maria, Constantin & Catalina,2009).

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Therefore, performance management process assisted the business to be conversant with the current situation of the performance of an employee and anticipated result and direction in which to measure and monitor. The major component of performance management process is making sure that efforts of every employee are having an outstanding influence on the performance of the business. Hence, understanding how to line up Costo Wholesale employees towards the strategies of the firm will be a pointer of the efficiency of the organization performance management system.

Performance Management Process

The company has policies that govern the performance management process. The supervisors have not only mastered the entire management process but also apply the policies as they relate to the performance management of the company. Various issues need to be looked into while facilitating the effort of recommending for a proper management process. Before coming up with performance management process, the company first aligns performance management to the strategies that it has put in place. The second process is examining the philosophy of organization performance. The third process is job analyzing which will be carried to recognize the skills that are needed by every employee and the methods involved in measuring such skill (Aguinis,2009).

Performance management process entails a systematic process of planning work and setting anticipation, continuously monitoring the performance, developing the capacity of performing, rating performance and rewarding the good performance. For the performance management process to be operative and effectual, the organization supervisors require mastering the entire process consistently. The supervisor should consult with competency to be able to focus on the efforts of the employee on attaining the company and personal goals.

During the planning process, the supervisor organizes for a meeting with to come up with their plans of performance. The supervisor develops goals that can be measured and align them with the overall organization strategy. During this period, the supervisor has a chance to explain to the entire staff on how their performance directly influence how the company and work unit will attain the set goals.

The second stage is monitoring whereby the supervisor monitors the progress of employees on a continuous basis during the entire period of appraisal. The stage provides the supervisor with a chance to make necessary changes that are aimed at ensuring that the employee will produce the desired results of attaining the organization's work unit goals. Furthermore, the stage gives the supervisor an opportunity to make sure that employees are aware on how they are progressing regardless of whether they are favorable or not. If the supervisor identifies that the performance of a certain employee is not satisfying on any critical element, the supervisor should recognize such problem and try to put things in place before the rating period is due (Woyessa,2015).

The third stage is developing whereby the supervisor determines from continuous monitoring if employees require additional development to attain the tasks they have been assigned to execute. It is essential to remember the employee development comprises of techniques of enhancing good performance. For instance, the company takes its employees for further training to improve their skills.

The fourth process is rating, and it is here that the firms supervisor utilizes the knowledge gotten from the second stage and precisely during appraisal period and it is this time that they compare the performance against the standards of the employee and assign a rating of record. The employee should not be surprised when the final score is announced especially when the employee has had various performance discussion during the rating period. The last process is rewarding which is based on the rating. The awarding of amounts should be precisely distinct between differences in the levels of performance which are successful (Siddique,2004).

Explain the Job Analysis

Job analysis is a systematic process of collecting information that enables the human resource department to understand and describe the responsibilities and duties of a particular position in an organization as well as the vital skills and qualification for the post. Contacting job analysis helps the organization to understand the necessary position skills that staffs should have to carry out their responsibilities efficiently. Knowing the skills, the skills that are required contributes to align the performance management with the strategies of the business. Also, the company can use job analysis in determination of training as the organization can depend on it to come up with a training content and equipment to be used among others. Furthermore, job analysis is essential in compensation as the company cab be able to determine the level of skill, the working environment and the needed level of education. Companies sometimes recruit various employees to fill in some position, and job analysis plays an essential role during job selection. Job analysis is used in the identification of job duties, appropriate salary minimum requirement among others (Lysaght & Shaw,2011).

Some steps are involved in helping Costo Wholesale in providing the best analysis of a certain job. The employees are required to complete the job analysis form. The employees are then interviewed whereby they are questioned on the particular responsibilities and duties. Thirdly, the company obtains log sheets from every staff member that contain information regarding their task and time spend on each task for at least one week. The next step is desk audit. During this stage, employees are observed on how they do their job at different times of the day, a step that is followed with interviewing people that staffs frequently interact with such as the customer, other employees, and managers. The last stage is the comparison of the job to other departments to try and figure out on where it should fall (Lysaght & Shaw,2011).

The Skills Gap Analysis and Performance Evaluation

The skill gap is the difference between the skill that employee may need and skill that are offered by the workforce. The company frequently carriers skill gap with the aim of identifying the skills required to meet the objectives of the company. For example, to identify skills necessary for support and administration post, employees should have the capability of communication efficiently and have attention to detail. The company has focused on benchmarking skills against mathematical formulae, However, when the company can of measuring the skills of an employee during recruitment, it can be essential in the development and training of employees against the mathematical formula that can translate skills into a measurable system. To evaluate the performance of its employees, the company assesses the employees by identifying strength and weaknesses in the main areas. Also, the company has set the goals that each is expected to be met, and this is one way of evaluating the performance of its employee (Antonucci & dOvidio, 2012)).

Determine Ways to Measure Employee Performance

Costco uses some way to ensure that its employees are performing up to the standards set. Every employee is mandated with carrying out particular tasks, and the quality of work produced is one way of measuring his/her performance. Secondly, the company serves a lot of customers on a daily basis, and the result of poor employee performance can manifest in customer service. As such, the company frequently carries out client survey to look for responses (Henri, 2004).

Concussively, employees, are an essential asset to any particular organization and thus ensuring that they are performing as required is vital. Organizations should not only focus on employee performance but rather incorporate initiatives that transform non-performing employees to be high performers as this contribute to the overall company set goals.

References

Aguinis, H. (2009). Performance management. Upper Saddle River, NJ: Pearson Prentice Hall.

Ana-Maria, G., Constantin, B., & Catalina, B. (2009). The strategic performance management process. Piata Romana.

Antonucci, L., & dOvidio, F. D. (2012). An educational system based on the skill gap analysis to planning training courses.

Henri, J. F. (2004). Performance measurement and organizational effectiveness: Bridging the gap. Managerial Finance, 30(6), 93-123.

Lysaght, R., & Shaw, L. (2011). Job Analysis (What it is and how it is used). International Encyclopedia of Rehabilitation. Retrieved from http://cirrie. buffalo. Edu/encyclopedia/en/article/268.

Siddique, C. M. (2004). Job analysis: A strategic human resource management practice. The International Journal of Human Resource Management, 15(1), 219-244.

Woyessa, Y. E. (2015). The effectiveness of performance management systems at the Central University of Technology, Free State (Doctoral dissertation, University of the Free State).